conversation: User (homiewannalive): "So my one year review is coming up and my boss has told me that they have been really impressed with my work so I want to be prepared for salary negotiations if I am not offered in the area I want. So some background, I am Software Engineer I for a rapidly growing software company in Michigan(50% growth the past two years with the projection of the same thing this year), when I started I was offered fair market value plus a 5% bonus based on company performance. I have been with them for almost a year and have been working full time as a SWE for about a year and 8 months with no gaps in employment. Now the company I work for is fairly difficult to get a job with in the development department, turning people down daily after phone interviews so I guess they are looking for a certain kind of person, not sure if that helps me in anyway but everyone seems to want to work here. Now I want to be a Software Engineer II and I think that by about September I feel that it would be fair based on my work and the feedback I have received from them.\n\nThe numbers:\n\nI make in the region of about 58k without the bonus as that is not guaranteed. The market value of a SWE II in the area is about 77k, that is a huge jump of ~30% which I think is definitely asking for too much and would definitely be turned down or worse judge my character. I was thinking about asking about working towards this promotion/what I need to do to earn it and to kind of meet in the middle on the value so about 65-67k which is still scary at ~15% which is a lot for a raise. Anyone have suggestions on if this is asking too much or what I should expect from them? What I should be prepared to have to argue my side of the raise?"
  Self: "Many 'got their stuff together' companies have separated their review from their salary discussion. Review comes first, it gives a chance for you to discuss/dispute their performance finding and ask for improvement plans. Then the salary discussion comes a month or two later.\n\nAlso, you should be having at least 2 personnel reviews per year, one to check status against plan and one to deliver yearly results and ratings.\n\nIf these minimums above aren't happening, you are working for a company that needs to improve their personnel development approach, and it puts you at a big disadvantage.\n\nIf your company allows out of cycle promotions, and IF you get a good review? I'd ask at your review for a written development plan so that in 6 months, you can achieve SWE II with accompanying entry salary for that level. Be honest that you think you've already got the chops after nearly 2 years of work at 2 companies, but you want to put the polishing touches on it with your manager's guidance. That makes them a participant, not an impediment.\n\nThey may disagree and say it is 9 months or a year. But you should ask for the written plan and it shouldn't be more than a year to achieve. That makes it clear you want the bump and you are ready to work for it.\n"
  User (homiewannalive): "This is great advice, we technically have two reviews a year mine just happen to fall three months apart due to bonus timing and when I started. Our bonuses are also based on individual goals and I did fairly well meeting about 98% percent of my individual goals and my boss went over this years goals and any advice he had for me, he basically said keep doing what you are doing because we have been happy with your work. I will definitely be asking for a kind of roadmap I should follow to be at level II and I will definitely be working my butt off for it. Thanks you."
  Self: "You're welcome. Good luck! I've had 2 employees who have taken the initiative to do this with me and it worked well both times."
  