Not sure of my pay rate

[jennika]

I have a small dilemma I hope someone can offer some advice on.  At my current company I feel I am being under paid compared to my peers.  I have been at the company over 5 years and have always had great reviews.  Each year I have received a decent percentage of an increase but feel it doesn’t match the national cost of living increases.  When a new admin comes in, they come in at a base higher rate.   They start out with less seniority and more pay.   Of course I can’t ask them out right how much they are getting paid, that is all confidential so I am not sure if it is just my perception or a reality.  I guess the amount I have after paying my base bills, water, electricity, gas, mortgage, phone and garbage is less each year.

How do I find out if my pay is really on the average lower then when people come in, and if it is any suggestions on how to nicely ask for more?

[gee4]

Firstly, how on earth do you know your co-workers and peers earn more?  In private industry this is not disclosed unless you are gossping about it.  

I used to work in the public sector where you were on a scale and people knew what scale that was.

In private companies this is very different and I do not discuss and never have discussed my salary with colleagues.  All I can say is if you feel you are being hard done by, discuss this with either your line manager or HR, but do not discuss this with colleagues - you may find it will cause trouble.

[Atlanta Z3]

Your pay is based on your skill set.  Someone coming in may have a degree more experience or just plain better negiotating (I never can spell that word!) skills.
Asking for a raise should be based on merit, new skills, or above and beyond projects taken on.  Track your work, your assignments (even track your hours ie work completed without overtime) and then request a raise based on accomplishments.
PS the journal feature in outlook is a great tracking device for admins - especially ones with multiple bosses and is a great tool for review time.

[raindance]

This is an interesting problem, and it is one which appears to arise most often where there is no collective pay award, but an individual pay award.  Sometimes, that sort of system lacks transparency.

If you were based here in the United Kingdom, you could make a claim for equal pay for equal value (not a claim based on gender!).  In other words, you could claim the same pay rate as people doing the same job, requiring the same skills, knowledge and other competencies.  

The best way to tackle this is through your annual review system.  There are frameworks available for assessing grading and pay, but I suggest that you put out feelers (if this information is not readily available) in your own company to find out how they assess pay awards.  Once you have that information, you can plan your campaign to enhance your compensation.  

Best wishes,

Raindance