1. Do Your Homework

What is your company’s policy on salary increases?

Find out how salary adjustments are handled in your organization. If no employee handbook exists (or if the handbook does not address salary increases), contact your human resources representative and ask for a copy of the policy. You will want to consider the following:

• How does the company’s compensation program function? Are salary increases given only at performance evaluation time or never at performance evaluation time? Do not be discouraged if your salary request plans fall outside of the policy parameters (or if no policy exists). Knowing the company’s standard process will help you with your strategy.

• What is the maximum raise given? If, as in my case in 1988, you need to bring your salary up to level and you also feel that you have earned a merit increase, you need to know what hurdles you will have to surmount before you go to your boss. If your company has a policy against salary increases in excess of 5 percent, you need to know this before you ask. If you deserve a salary increase in excess of the maximum, be prepared to prove it.

• How is your performance evaluated? What yardstick is used to measure your performance? Does it correspond with your own evaluation criteria for your performance? If there is a difference between what you think is outstanding performance and your boss’s definition, a raise will be difficult to negotiate. Get the facts.

• What do other (lateral) positions earn? In some organizations, this information may be considered confidential, but it will not hurt to ask. Most forward-thinking companies recognize that this information is vital to anyone who is interested in career development planning.