IT professionals will likely see a modest raise along with the prospect of a career path that doesn’t necessarily force them to become senior managers, according to a survey released by Mercer Human Resources Consulting.
Based on “merit budget” management, compensation is increasingly based on quality of work and quality of life issues, not promotions. “It sends a message,” says Danielle Bushen, principal at Mercer, because it may mean some workers get only a three per cent raise in order that a higher performer can get a six or seven per cent raise.
“You may find a strong contributor with skilled expertise reporting to a manager and actually earning a higher salary than that manager,” she said. “It extends the concept that you can progress in your career in a way that keeps you on the technical side.”
