Hi
I have been with the company (NRMA) for well over 10 years and I am on the higher end of the market with salary pay. I believe cause I am with the union that is the reason I received a lousy 1.9 % pay increase not because I managed to reach and smash my targets, the real reason is because I am with the FSU union and the EBA states cause you have not received pay a pay increase within the last two years you a entitled to a review and that is why I received a pay increase last because I did not get one the year before and PYS and targets were well above target!!!!
Posted by
1042372
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10/06/2011 11:49:00 AM
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I received a 3% increase which is no way enough to stay ahead with the current cost of living. I know for a fact that people who have left NRMA and gone to Zurich or Allianz are receiving at least $5000 more per annum for the same job. NRMA are the lowest paid consultants in NSW and yet we are the biggest insurance company in Australia. It is about time NRMA started looking after their employees - they may then be able to keep staff instead of trained staff going to other insurance companies who pay better.
Posted by
2821310
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10/06/2011 11:52:04 AM
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As an assessor we all know that our pay rises are to keep up with what the new starters are being offered. I know that a new starter who has been here with this company for less than 1 year is taking home $20 a week more than me? I know it's not much but when I have been with this company nearly 4 years I find this dissapointing. I can understand why people are leaving to join other insurance companies due to the money they offer with less of a work load and you don't get charged for using your company vehicle on the weekends.
Posted by
2828271
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10/06/2011 12:07:41 PM
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Hi Wendy, I'm not sure if my previous comment went through as my son pressed one of the keys and the comment disappeared. Thankyou for supporting us on pay increases. I am not sure if this comes under this catergory although my frustration is when new employees hired are receiving salaries not much less than some employees that have been working for the company for many years, myself being nearly 10years. I love working for the company although sometimes I think the decisions regarding pay increases are unfair. Thanks for taking the time to listen to our comments.
Posted by
2839367
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10/06/2011 12:23:14 PM
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My biggest beef is lack of transparency in pay scales for particular roles. I have been in my position for 15yrs & have regularly outperformed others at the same level (particularly the last 3yrs running) & it's been documented on my performance appraisal. With strong pushing on my part last year, my manager admitted my pay is in the lower to mid area of the pay scale for this role (though i wasn't ever told the range in $$) and that gradually over the next few years i should move up to the mid-range area!! if i were to leave tomorrow, they would not attract someone to fill my position on what they currently pay me, so i feel like i'm being taken advantage of. 2 positions were filled in the last couple of years (equivalent to mine) & they both started on a salary slightly higher than mine & yet neither of the applicants had the knowledge or experience or reputation i have.
i want to know that my skills are valued & i believe i should sit in the high range of the pay scale for my role.
Posted by
151446
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10/06/2011 1:03:12 PM
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I totally agree Wendy,
we need real pay for real people,
I have been working with NRMA for 5 years now and have been loyal to this company, but in the recent years it really letting me down.
i was a senior consultant for 3 years, which i have accepted with no pay increases for higher duties.
2008 i was the highest converter in Hurstville TBC, when i transfered to a branch i was only given a 2% increase due to poor company performance.
now moving from claims to CEU i was told there is next to no increase in salary. but was told they will increase in the next pay review. with is 2 month away. hopefully.
Posted by
1076832
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10/06/2011 2:14:48 PM
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Hi Wendy,
I have worked for IAG for close to Ten years now in many roles in Qld, toggling between NRMA and CGU. I can attest to the lack of transparancy which IAG always bangs on about but knows it can not deliver on as a lot of noses would be out of place. Funnily enough ALL my decent pay rises and bonuses have come from CGU NOT Nrma? One company, go figure? I have worked along men that have done less work but paid more because it is a boys club and they all go to the pub on a Friday, once again, go figure? I too also know of claims consultants, senior consultants and assessors that go to oposition insurance co's and get paid quite substantially more for the job they did at IAG. I have seen brand new consultant start on a pay that blows most existing consultants meager pays out of the water. IAG must become transparent in order attract and keep quality staff. Where is the loyalty to us, their bread and butter? Via not making the pay structure transparent, this ensures paranoi, resentment and a working environment that encourages bad competition between its workers and high turn over in staff. It has been my experience that the staff on astronimical pays (whom usually do the least amount of work or turn up) are fighting not to have the pay structure fair as then we would truly know whom is rorting and whom is not. Good luck as I know you will need it, dealing with IAG and its standover management teams.
Posted by
1052363
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10/06/2011 9:04:08 PM
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I 100% agree that we should have a fixed % pay increase to keep up with the cost of living across the board, and utilise the bonus to reward those who perform above the expecatations. We also need transparency with the market rate and fairly place people within this band range based on their performance and experience.
As a consultant (specialised role) I was on 85% of the band rate for my role, but i was pushed into being a TM on secondment as they could not find anyone with the skills to do the role (which is how i found out the band for the consultant role). I have recieved positive feedback and been advised I have performed above exxpectations for the past 3 periods. I have been doing this role for over 4 years, If I am good enough to lead the team and train the new consultants in the role why was i not at the higher end of the band for the consultant role ! and i know the staff which was hired to back fill my posistion is on a similar pay rate to what i was on even through they have not had any experience in this type of role.
No wonder we keep loosing the experienced staff to other insurance companies, why stay when you get paid more to do a lesser role !
Posted by
1054805
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11/06/2011 12:32:23 PM
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Totally agree with all of the above. Transprency is one of the 'values' of IAG and yet, when it comes to pay, transparent our company is not! Why should we have to ask about how our pay stacks up against others in similar roles (pay ranges)? This information used to be given to us years ago with each salary discussion, now it is only given on request (and on a number of occasions it took at least 3 requests before the information was given), so unless you are not forth coming you never know.
On a separate issue, I was asked yesterday to consider signing a new employment agreement to increase my span of hours from 7am-7pm to 7am-10pm. It was presented to me that it is to create consistency among my team and to ensure there were more 'resources' to cover the wider hours of operation. So what's in it for me? ZIP! So why would I even consider it? Those team members that currently have a 7am-10pm span in their employment contract accepted the role on those conditions. I didn't and I wouldn't, so I am not going to sign the new agreement. Not a difficult decision. I just hope that I will not be looked over when it comes to this salary review based on this decision- but I guess I will never really know.
Posted by
162527
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11/06/2011 8:24:25 PM
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Over the last 2 years, I have been one of the main contributers in achieving over $1M improvement in IAGs profitability. Two years ago, like everyone in my division, there was no salary increase due to IAGs financial position. Last year I only received 2.5%, due to others in my team who had a greater need to be moved up the salary band and the limited budget for salary increases. I feel strongly that the salary budget must be tied to IAG profitability. Its fair enough that we go without in lean times to avoid staff redundancies, but only if the profits are shared in the good times.
Posted by
852030
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14/06/2011 7:01:26 PM
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I again acknowledge the comments made above.
I have been with the company nearly 15yrs (come august)and in that time pay increases appear to be for the ones in favour or part of the click (me not being one of them).
Several years ago i had an incident on the way to work which caused a lot of back lash from the management due to a work cover claim which was completly frowned on and not beleived even though extensive surgery was required. But here we are today with those managers gone and i have been given a permanent part time role to suit the medical requirements for my injury.
I now work a total of 20hrs a week.
I have had varried roles throughout the years obtaining a large wealth of knowledge which i share with my peers and currently am a claims consultant who has seen a number of high up managers leave the company especially those that caused me greif through that time.
I think my biggest complaint would be the wage i receive which is less than my 86yr father gets on the age pension and he dosnt have to be abussed or yelled at by angry customers and he doesnt have targets to meet either.
you dont get the appreciation that was there in the first few years i was with the company and i cant move on to soewhere else due to age and injury.
in the last 2yrs i have saed the company $80000 which is 4 years of my salary and all i received for the last save was an email.
this is not good enough we have the experience and are treated as nobodies.
Wendy you are doing a great job and it is good to see that people are responding to let out their frustrations .
We need a change for the good.....
Posted by
1032989
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16/06/2011 6:39:18 PM
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Comment submitted via email:
I have been employed with NRMA for 20 years, since moving to Assessing, my pay has only increased by 1.5% over 6years.
As I went from 4days/week to fulltime 4 years ago they took this as a pay increase and advised that I was over the pay scale by 3%. Is this an acceptable excuse when the inflation rate exceeds this amount.
I move positions into my current role and my pay was increased to the base rate for the role to $55k, but was advised that I would not be entitled to a pay increase for the next few years, I feel this is unjust, what happened to pay for performance.
Posted by
lshingles
at
17/06/2011 9:37:53 AM
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Comment submitted via email:
My pain in the butt is the new starters that are getting an extra $5k more that I am and I have a lot more knowledge. I have had many arguments about this but get pushed aside. I know of a few more in the same boat and management still give the same old crap as the system works and does not need to be fixed. It is funny how friends of management seem to get the biggest slide of the pie and paid for days off when not entitled.
Posted by
lshingles
at
17/06/2011 9:38:47 AM
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On 19/06/2011 our Parramatta TBC had what I call "the next bunch of lambs to the slaughter"
I am talking about new recruits. The turn over of staff in customer service & Sales has been apalling during my 9 years with IAG.
It must cost at least $10,000.00 to train a new recruit & they are still inexperienced when they commence by themselves on the phones. If this wasted money was spent on rewarding loyal & more experienced staff I am certain that our customer satisfaction index would be better & bad behaviours to achieve unrealistic targets would be reduced.
Posted by
1041880
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22/06/2011 9:15:37 PM
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I have only been with the business for just short on a year, and have recently learned that we are not automatically entitled to an annual pay increase. I am astounded that this has been accepted by past and present employees. In leaving my last position, I started here on a slightly higher salary than what was current there, only to learn that any benefit I gained in the short term is now lost. Had I stayed in my previous employment, come September I would be receiving a higher salary than what I will here. Seem fair?? Not a chance. I have worked hard, and have exceeded most targets. This is not an easy industry to work in and experience, knowledge and work ethic should be rewarded. To think I may be rewarded with less than half the rate of inflation when I am a single parent of 3, it is a slap in your face. And this is if I get an increase at all... Disgusted!
Posted by
2834088
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7/07/2011 1:39:29 PM
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I recently discovered that one of my work colleagues is on $5K more than me and they have only been here one month more than me. I find this to be extremely disappointing since we are in the same department and do the same work. I was hoping to have a long term future with the company, but now after hearing this, I am not so sure.
Posted by
2844488
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7/07/2011 7:17:23 PM
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as an employee of a big 4 bank, this culture has permeated in the banks too. There are many instances where I know of colleagues in the same roles being paid vastly different sums.
Performance pay is one thing, but a person should be paid the same amount as their peers doing the same job.
Great work onSmashing the pay taboo, keep it up!
Paul Ferrari
Posted by
414487
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8/07/2011 12:23:58 PM
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