Access

2.0

19 Sept 2017

Anonymous employee

Recommend

CEO approval

Business outlook

Pros

Rob reads these reviews and seems to be a genuinely good guy.

Cons

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."

Access Response

I really appreciate your follow up posting and clarification. I do want to note, for clarification that your review and situational compensation description is very specific to the Bay Area. Furthermore, the Bay Area is a very broad geography when describing pay scales (it includes, but is not limited to, downtown San Fransisco, yet, also Livermore, which are very different places when it comes to cost of living and like-for-like competitive wages) which could also be adding to part of the "disconnect." Regardless, put simply, our intention is to pay Team Members fairly and be competitive across our entire rewards package, within each local market in which we hire and operate. I am not sure what online survey guides you may be using, but in my prior comment, I described the source of salary data we have used in the past, which we don't think are wrong. Conditions in local markets change and evolve and we do our best to remain aware of these market changes. I have mentioned in other responses that (knowing the importance of compensating Team Members appropriately) we have recently hired our own internal Access compensation professionals within the Human Resources team. One of their first projects over the coming months will be to conduct a competitive analysis on all facets of compensation, across all locations where we have operations and Team Members. This analysis will be conducted with multiple sources and points of market data using best practices in the field of compensation. The analysis will be extremely useful as we continue to offer annual merit increases and increases upon promotion to Team Members. In my prior response, I also mentioned other ways we have been adding to our Team Member rewards package at Access, such as our 401(k) company match, the company contribution to our health plans, the company contribution to our Health Savings Account, and more floating holidays. We view and consider all aspects of our offerings to Team Members in ways of pay, benefits, time off, TAG awards, learning opportunities, professional development and advancement to make an attractive package of why individuals come to work for Access and decide to stay at Access. Our goal with our ever evolving total rewards package is to set ourselves apart from competitors and be an employer of choice for our Team Members. Thank you for taking your time to express your concerns, again. Your issues are very specific to your location and situation and I think we should discuss these directly as I am sure that will be more productive, or will at least drive us to a more concrete conclusion - which may be, honestly, that we agree to disagree (or acknowledge that we disagree) on what the right wages are in that area/location. Please reach out to me at Ralston@accesscorp.com and we, your manager and Human Resources can discuss further.

Disconnect Somewhere #2 - Anonymous employee Access Employee Review

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