IAAP 2005 Profile of Administrative Professionals Survey
 

Sampling of "Other" responses...

• 2% across the board salary increase for all employees

• 20% increase if company meets its goals

• 6 month work trial period review

• Accomplishing individual goals set beginning of each year

• Achieving my goals set at the beginning of each year

• Across the board 4% for everyone with no regard to performance, skills, etc.

• Across the board percentage for all employees

• Across the board state government employee raise

• Adjusted pay scale

• After you make about two-thirds of your salary range, your raises get smaller (company policy).

• All administrative employees are given the same percentage salary increase

• All employees receive annual 3% merit increase.

• All hourly employees get the same raise no matter what their position or how well they do the job.

• Always willing to do "other related duties" no matter what they are.

• Amount of increase influenced by involvement in International Association of Administrative Professionals (IAAP)

• Annual increase based on merit but restricted by pre-established budget guidelines

• Annual salary increase as a union benefit

• Appraisals provided by those I support

• At maximum so receive lump sums instead of raises

• At my evaluation I was given 4% which is the max; however, I did not receive the raise because I am at the top of salary cap - that's why no merit increase - would have received at least 3.5%

• At the top of the pay grade, so nothing else matters.

• At top step of salary scale

• Attendance

• Attending college to complete B.S. degree

• Attitude

• Automatic increase for sec/clerical

• Bargaining organization negotiation

• Base salary adjustment

• Based on agency financial health generally is in range of 1.5%-3% if any increase

• Based on company profitability, but no less than cost of living

• Based on New York City salary averages

• Based on union contract

• Became a permanent employee

• Being an IAAP local chapter officer

• Better role recognition

• Board of Directors decided to give raises

• Bonus

• Boss was promoted to higher position

• Budget constraints

• Certifications/added job responsibilities apparently do not play a part in the % of raise

• Change in job

• Change of employer

• Change of job

• Change of owner - larger company

• Change of responsibility

• Changed jobs

• Committee’s involvement

• Company had access profit to distribute

• Company's success

• Competitive pay adjustment

• Completed bachelor's degree

• Completed MBA

• Consolidation of two agencies resulted in my being put at the top of the salary range for my position

• Continued competence in job duties

• Contract agreement (union)

• Contract Increase

• Contract negotiation

• Contractual rate

• Coincides with bargaining outcomes

• Corporate budget- predetermined salary increases - not related to work

• Corporate wide increase

• Corporation’s profit

• Current corporate practice is to cost of living raises only

• Doing above and beyond expectations, management of office support team

• Downsized by one admin in my department

• Equity

• Evaluation and performance main consideration

• Every employee received a cost of living raise

• Everyone receives an across the board 3% raise

• First wage increase in three years due to lack of funds.

• Fixed by our board of directors -- 3% for everyone

• Flexibility

• Given exempt status projects

• Goals for the year being reached

• Going back to college

• Governing body voted across the board increases

• Grossly underpaid - made management aware

• Have not had an increase - only been employed at my current job for eight months

• Have not received increase

• Hired peer at more than I make

• I pleased management

• I accepted a new position that came at the same time annual merit increases were distributed so mine

• I agreed to work for a small amount and requested no increases.  I received one raise after three years

• I am at the top of my Labor Grade so I am flat-lined

• I am topped out in my position

• I asked for a $1/hr raise

• I asked for a raise and got it.

• I do get an annual merit increase, however, my manager expects my performance to stay at current level

• I finally fought for what I was worth (got partial)

• I got a promotion from support staff to program manager

• I have been given a promotion because of my IAAP involvement. I recently obtained my CPS rating.

• I have reached a capped salary, with a lump sum payment

• I haven't been in this position long enough.  Only six months tenure.

• I occasionally increase my hourly rate to keep up with cost of living (self-employed)

• I requested an increase.

• I started in my current company this past December

• I work at a university and secretaries are part of the union.  Dues are collected whether you belong or not

• I worked as a buyer for 18 months before they decided that I could do the job!

• IAAP membership

• In line with other non profits

• Increase is same for every employee

• Increase was limited due to already being at maximum of pay grade

• Increased enrollment at educational institution

• Increased income as a result of raising my prices

• Increased profitability of company

• Increased responsibility

• Increases currently on 18-24 month schedule

• Involved in an IPO

• It had been four years since last salary increase - it was time for 3%

• It was an across the board 3% increase for everyone

• Job change

• Job change, increased role and responsibilities equaled more money.  Same basic duties just larger perspective/responsibility

• Last raise was a benefit - not wage increase

• Last year we received a 2% COLA increase. It was the first such increase in four years.

• Lateral transfer

• Lateral move with a 5% increase

• Lateral move...increase

• Legislation gave all employees 1000.00 per year increase

• Legislative action

• Legislative decision

• Less than 1 year in the position

• Longevity

• Lots and lots of extra hours being salaried

• Mainly company bases salary increases on what's published in Wall Street Journal on what other large companies are increasing by

• Management classes

• Management of company desires to keep salaries low

• Management prerogative

• Market adjustment/compression adjustment

• Market analysis

• Market based salary increases

• Market based adjustment

• Market equity increase

• MBA achievement

• Meeting proficiency requirements

• Military budget

• Monetary increase to match skill level

• Money not available for increases

• My boss got hired away by a different company and took me with him and he got me a very nice salary

• My job is union and I hate it!

• My position is the only secretarial one within a union

• My raise is based upon faculty contract raise

• N/A - I'm self-employed and set my own rates

• N/A no increase received

• National salary structures - market surveys

• Negotiated 3-year secretarial agreement

• Negotiated through bargaining unit

• Negotiated upon hire

• New in this position

• New job in new organization

• New position

• No increase

• No longer receiving bonus pay.  It is a one-time increase to compensate the bonus loss.

• No money for merit increase this year

• No recognition

• No salary increase

• No salary increases company wide

• None

• Obtained goals set by supervisor

• On the job performance rated exceptional - received increase

• Other secretaries had gotten an increase in pay, other than me.

• Our company does not care about more training.  They just want us to get the job done. 

• Paid for performance

• Passed probation period

• Pay for performance based

• Pending court case via another employee

• Percentage is the same as others

• Performance based pay

• Performance evaluation

• Performance pay plan

• Pre-set by union

• Previously not recognized for experience, skills and abilities; my contributions now recognized

• Pursuing college degree

• Raises depend on the level of the executives that you support.

• Rating received in employee review

• Received MBA August 2004

• Received two bonuses last year  - no salary increases

• Re-evaluation of wages by HR

• Reliability, willing to work late when needed

• Request for competitive salary analysis

• Request for cost of living increase

• Salary adjustment

• Salary cap

• Salary range increase to match the market

• Social security benefits

• Started with low salary

• Start-up company - company finally had enough money to justify a raise.

• State allocated money for salary increases

• State appropriated

• State approved increase for all state employees

• State budgets

• State increase of $1000 per employee

• State reimbursement

• Statewide increase for all state employees

• Stipulation in our "acquisition package"

• Straight 2% increase for all

• Structure is normally 2-3% annually

• Studying for CPS and CAP rating

• Substantially surpassed fundraising goal

• Successes in my position

• Successful offsite meetings

• Support staff gets annual 2.5% across the board!

• Supposed to be paid for performance, but you'd never know it

• Team player and exemplary interaction with customers and co-workers

• The University is very political when it give merit raises

• They gave most everyone a raise.  Mostly additional compensation is in year-end bonus which can be 15 to 20% of salary

• Transition to new employer within same organization

• Trying to get an Associates degree

• Union

• Union - we all get the same increase

• Union (across the board raise)

• Union agreement

• Union bargaining agreement

• Union contract

• Union cost of living increase

• Union employee

• Union increase

• Union negotiations

• University trying to cut back so less than 1% increase

• Wage freeze for this year

• Was told I was one of the higher paid administrative assistants

• We are locked into the State pay plan

• We are on a merit system but the budget is set and is to be divided among professionals and support

• We are reviewed annually but you don't always receive an increase. Also, my manager recognizes CAP rating achievement

• We don't receive a review; we just get our raise in our paycheck

• We were told no raises until July - budget constraints

• Went to work for a new employer

• Work design certification

• Working on CPS & CAP certifications

• Written in contract

• Years of service salary adjustment