Access reviews

Constantly standing on their tip toes trying to be just like their main competitor rather than build their own identity. Provide products and services that they cannot support. Very difficult and confusing internal systems that are not standardized market to market. Promote state of the art facilities however some of their buildings are disgusting. Lack funding to invest in more people but higher ups have no problem spending money on luxury items.

Rob, I think you might have lost track of my train of though in my "off the cuff" review. So i will try to clarify my point. You stated that 10%-15% raises would have to occur each year for salaries to increase in the scenario in which I stated and also that you have never heard of a double your income promotion. What I was trying to say and what I personally found was that I was hired at such a low Salary threshold that even if I received a large increase of 5% per year I would still not reach what a typical starting salary is for my position in the bay area by just walking into the door of another employer. So, lets say - I start at $40K at Access. The various online salary guides say most people in my position start at 55K in the Bay Area, median. Three years experience under my belt at Access and I'm getting paid 46K (At 5% increase per year). Not even close to the starting wage based upon salary guides. Median Salary of 55K is now after 3 years of 5% increase $63,250. So the $15K difference in pay (starting) is now $17K difference in pay. So i do a great job, learn the ropes, improve the company in my arena and now I am getting promoted! I get promoted and the pay offered is $50K. A $4K raise. $2 an hour more. Still not at that $55K median for a starting position in the bay area which was for my last job. While the position i was promoted to may have a median of $80K. So now I am $30K underpaid. I understand your point about never hearing of a 10%-15% increase per year or of a salary doubling,etc. for promotion. But when you start employees at such a LOW figure you will literally never have a competitive pay scale for legacy employees. Those employees who have dedicated years to the company, have years of experience in running/operating processes inside Access get lost each person who leaves for "greener" pastures. Sure, you may fix the pay scale, etc. but those legacy employees will never reach the competitive pay that is median. It's not an outrageous statement to say in order to pay median wages you WOULD have to give 10%-15% increases. You WOULD have to increase someones pay by 25-50% when giving a promotion in order to pay them competitively. This is where the disconnect is. Sure 5% is generous - but not when someone starts out at $15K below the median income for the position they are in. Like i said in my prior review - when this "disconnect" is pointed out in the pay scale the response I have been given is "Well go find those positions then, because it won't be here."