Back in 2001 I was in a position at my company called “data technician.” It was a pay grade 4 and** non-exempt**. I transferred to another department to a job with the title “data specialist” which was (and still is) a pay grade 5 and exempt.
Today I discovered that the pay grade for my old position was changed to 5 in August or September of 2004 but it’s still non-exempt.
Key qualifications/skills for old job = High school or GED, PC software including spreadsheets & graphics, 2-3 years experience, able to transform data into a report. Computer literacy, mathematical reasoning, oral & written communication.
Qualifications/skills for current job = Associate degree in info services or related field (which I do not have and I don’t think it was a qualification when I took the job…they had me in mind when the job was created), 1-3 years experience, fundamental knowledge of my industry, PC proficiency, mainframe data extracts (SAS programming is a pretty big part of this job), spreadsheets & databases. Accounting, finance & economics, analyzing, applied statistics, mathematical reasoning, problem solving, blah, blah, blah. And I’m responsible for updating the SOX flowcharts which they added to my job description without telling me.
So, my current job is clearly on a different plane than my old job. At one time they recognized that. Now I’m back even with it pay-wise, and I’m getting screwed out of overtime pay. What’s the best way to get what I want out of this? I’d like to ask to be put at the same percent of midpoint on the grade 6 pay range, but that would be about a $6000 increase. On the one hand that seems like a lot, on the other hand I figure I might as well ask big and hope I get half that.
Has anyone dealt with a similar situation? Is my reasoning sound? Any advice?