RISP
Recycles dryer sheets
- Joined
- Jul 18, 2012
- Messages
- 407
Hello. I was wondering whether anybody on this board has experience with Mercer's International Position Evaluation System (IPE). We have some (former) HR professionals, as well as many middle and senior managers, so I guess some of you may have come across it during your careers.
Very briefly, as I understand it, IPE assignes a "point value" to every position. A Manager's position could have an IPE level of 52-56, a Director position starts at 58, and so on. This is not linked to the person or their performance, but only to the job. Every level is connected with a reference salary and max bonus. The reference salary is updated once a year for every country, and that data comes from Mercer, I believe.
Starting from the reference salary, there is a salary range of +/-20%. HR guidelines say that new hires or newly promoted employees should start at ~80% of the reference salary, and everybody should be within the 80-120% range.
My employer is using IPE, and I'd like to understand better how strictly it is usually followed. Here at megacorp, being in the upper part of your IPE range is frequently used as an argument against raises or COLA adjustments (e.g., no COLA for employees >120%, reduced adjustment for those 100-120%). Strangely, being at or below 80% seems to be much less of a problem, and doesn't mean excellent performance should earn you a raise.
Also, does anybody have access to 2015 salary levels for Germany and would be willing to provide some numbers (here or via PM)? I know the 2013 reference salary for my IPE level, but I have no idea how that changed during the last two years. HR doesn't want us to know (they prefer to keep us dumb), so I cannot aquire this information internally.
Many thanks to everybody who is willing and able to contribute something.
Very briefly, as I understand it, IPE assignes a "point value" to every position. A Manager's position could have an IPE level of 52-56, a Director position starts at 58, and so on. This is not linked to the person or their performance, but only to the job. Every level is connected with a reference salary and max bonus. The reference salary is updated once a year for every country, and that data comes from Mercer, I believe.
Starting from the reference salary, there is a salary range of +/-20%. HR guidelines say that new hires or newly promoted employees should start at ~80% of the reference salary, and everybody should be within the 80-120% range.
My employer is using IPE, and I'd like to understand better how strictly it is usually followed. Here at megacorp, being in the upper part of your IPE range is frequently used as an argument against raises or COLA adjustments (e.g., no COLA for employees >120%, reduced adjustment for those 100-120%). Strangely, being at or below 80% seems to be much less of a problem, and doesn't mean excellent performance should earn you a raise.
Also, does anybody have access to 2015 salary levels for Germany and would be willing to provide some numbers (here or via PM)? I know the 2013 reference salary for my IPE level, but I have no idea how that changed during the last two years. HR doesn't want us to know (they prefer to keep us dumb), so I cannot aquire this information internally.
Many thanks to everybody who is willing and able to contribute something.