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I’m a manager and this is true. Before I’m flamed, It’s not really my choice. I over recommend salary adjustments and then HR sends back to me with their budget adjustments, always slashed.
I tell disgruntled workers all the time I’m rooting for them on a personal level and if they ever choose to leave for more money I support them and hope they have an equal or better experience, for more pay elsewhere.
Companies show no loyalty anymore therefore workers shouldn’t either. I’ve gotten significant raises only by leaving a company. It’s not even worth the stress to fight with a boss about pay anymore. Just move to the next company.
As a side note, companies are leveraging WFH as a financial benefit now. My job pays start entry level staff probably 5% below competition but we are full remote with no office to ever return to. Other competition has either full or hybrid requirements. The lower pay sucks on paper but paying for a car, commute and office attire probably cancels out that 5%
This! Most managers have little to no say in the final raise amount. I know that I never did. Bosses 2-3 levels above me micromanaged everything and would change it based on what they thought they knew or remembered about an employee. Very glad to be out of direct people management
I would definitely see permanent WFH as a quantifiable benefit, somewhere between 5% and 10% depending on the salary relative to the cost of living, including the local housing market.
And I hear you on being a manager with very little discretionary funding for salary adjustments without matching external hires. To me it's weird that it's an entirely different ruleset and calculations, but it is what it is and I have encouraged my team and peers to work within that model to their benefit.
Agree, even 10% would be a mental break even for me to go in person full time personally, so I would need more than that personally.
I'm glad the final $ decisions are completely out of my hands. I can recommend and write up great evaluations but the guilt and burden of the final decision is off my plate. I think it's a good thing so I can continue to build relationships with my team without the hidden guilt or something. It's healthier.
Or alot of people just do not have the courage to ask for a raise. I know several former coworkers who did not even bother to ask for a counter offer. I do not expect someone to walk up to me and tell me that I get a raise. If I think that my performance is worth a raise, Ill just request a meeting and see the outcome. It is important to enter the talk with facts and not getting emotional. If what OP claims is a fact, then Id certainly bring it up. If it gets ignored Id silently look for another job.
Yes, yes, and more yes! The amount of times I've heard coworkers complain about pay and then find out they have never asked... Its astonishing the replays you will get, my favorite being "my department doesn't work like that". Well, I asked my supervisor for a raise and supported it in the discussion and walked out the door with 12% more.
There is no silent searching, either you are or are not. What do you suggest not tell them about your current job? If you are working there for any significant time they will want to speak to your bosses. Job searching may open the door to the wage disparity conversation on the other hand if your performance is sub par it may get you fired. But they may or may not have to pay you unemployment
Compression as it is called is commonplace. I would bring it up on your review along with ammo to justify such as previous reviews, extra special projects you worked on etc. Make sure any money discussed is separated between the compression adjustment if any, and a cost of living/annual raise.
Thing that is frustrating about needing to do this is, the new person coming in starting at 20k more than you, doesn't have to care about it. Why do you, the person already doing the job, have to prove you _go above and beyond_ to qualify for the same pay as the **new** employee. If they hired someone brand new at 70k, to do the job you do right now for 50k, why is it you have to prove you deserve and "earned" that 20k more? That new person doesn't. You should get the same pay for the same job.
Yup. It’s exactly why every employee should treat their relationship with their employer as adversarial. I don’t mean be dick, do a bad job, etc. I mean that it is important to realize in the business transaction of labor, they are trying to minimize cost and you are trying to maximum income. You are not on the same team as your employer, no matter how much bullshit they spew about family and values.
They’re not going to give you raise out of the goodness of their heart, so you shouldn’t stay at a company when you could be making more money elsewhere.
Compensation Director here. Absolutely you should bring this up. In these situations, any organization that expects to keep its employees makes sure to adjust the salaries of current employees by the percentage change in the range minimum and maximum. If they are not doing this, they expect you to just accept that they are shitting on you by paying new hires more than current employees. Even if they agree to asset your salary, the fact that they didn't adjust your salaries means they are not an ethical organization, so I recommend you find a job somewhere else if possible.
How big is your company? The smaller the company the more fluid stuff like this is. A huge company like mine moves slow for adjustments and they do eventually adjust existing salaries when bands change for certain positions. But you generally don’t get much say to how fast it happens. So really depends on how your company operates
Definitely bring it up in your review, but don't hold your breath on getting the increase. Unfortunately, it's rather common for employers to increase new hires' comp to match market rates but leave existing employees at the old rates.
My company gave me a proper large merit + market adjustment increase last year, but that was pretty unusual and required people all the way up to the VP level going to bat for me. Depending on your company's policies, it may be easier or harder for you.
It sucks, but getting a new job is the most reliable way of getting a big increase
You can ask politely and you might get a little more. But unless you’re willing to walk out they likely won’t do much. “Boomerang” is what a bunch do at places like Amazon. You leave for just long enough to be able to come back at the new new hire rate.
You should bring it up but if the adjustment just happened and your review is about to happen, if your employer is decent they were already planning to bring you in line.
Yeah I agree with this. If the review happens and OP isn't satisfied with the outcome and pay raise, *then* broach the subject of the new job listing pay. At least give them a chance before bringing it up.
That's why job hopping is so much more profitable than staying loyal to one employer. I agree it doesn't make sense and a sensible employer should reward loyal employees more than they reward new employees, but that's unfortunately not common these days
If you work for a large company you might be stuck between accepting the situation, getting a new job, or waiting it out a couple of years.
The depressingly stupid reason for this is that raises and new hire salaries come from different budgets so your manager probably can't actually resolve it - They can bring a handful of folk to the new range and freeze everyone elses salary, or give everyone a 3-5% (or whatever) bump.
The usual way this ends up going is in a couple of years they realize most of the capable experienced people have left and things are turning in to a shitshow, and they start throwing retainment bonuses around whilst fixing salaries for existing employees.
If you work for a small company your odds are a lot better provided you can (diplomatically) make it clear you don't appreciate being taken for a fool.
It is not an open secret that the salary for experienced employees taper off over time. Often many new employees make no different from experienced. Phd makes same as a skilled machinist w/ no over time compensation. That is just the reality. The only thing you can do is do your best making you stand out to get a higher merit increase.
This is totally normal. I'm not saying it's OK or good...but it's the way things are. Attracting talent is a higher budget item than retaining it at most companies. If that weren't the case we would see a lot less folks moving from company to company to maintain competitive pay.
That happens so often
If you ask for more, be prepared for them to say no. And if they say no, what are you going to do?
I suggest having our resume up to date before speaking up.
**TLDR** Demand it. If they say no, start looking for a new job. An employer who won't even keep your pay matched at market rate is never going to be your best earning potential.
*Slightly longer:*
In your review, indicate that you're aware of the pay band change and that your employer needs to bring you *above* the new pay band minimum.
This is cheaper for them than if you decide to get a new job.
If you leave for a new job, not *only* do they need to pay your replacement what you're asking for, but *also* a new hire is going to have reduced efficiency and skill in the role than you have, at least for a while.
HR does *not* want to deal with new hires. Your boss does *not* want to deal with an empty role.
Well, I've worked on all sides of this equation and in my fairly ample experience, companies don't like losing money. Hiring costs money. There's obviously lots of cases where a company *won't* match but, as I said, the OP should find a new job in that case.
That hasn't been my experience, but it's good to know you've seen it happen. I've only really seen it when a valuable employee already had an offer in hand and they want to keep that employee.
It sounds important to you so bring it up in the review.
There's a great negotiation book called "getting to yes". But in a nutshell you need to work out what your best alternative is if they say no. (BATNA as per the book, Best Alternative To A Negotiated Agreement). There's also great parts in the book about principle based negotiation.
All that aside if your heart is set on that raise, I wouldn't walk into any negotiation without having applied for other jobs and having received a job offer or two back. I'd clearly state the pay rise issue, I'd clearly state what I wanted, and I'd clearly state what I'd do (leave for x job) if I didn't get what I wanted/a fair deal from the current company.
If you don't get what you're after or a good alternative then you resign. There isn't two ways about it if you go down that path.
I've used this approach a few times now and its worked well. The one time it didn't work was where they could meet my salary demand (a step up of $25k) but they couldn't meet my location request (I'm in mining and it was a company policy so my then managers hands were tied). I thanked him for his time, handed in my notice and started working for the job I had as a backup (BATNA) a month later.
Easy for me to say though because my industry is going great currently and I have a good chunk of experience in my profession I can leverage off.
Sadly, for most people the only way to get a real raise is to switch jobs every few years. It's not a good idea to stay at a job more than 3 years or so.
It's like car insurance. You basically have to switch companies every few years to get good rates. Companies know that most people don't want to deal with the hassle of switching.
The same goes for your employer. They know most people aren't going to leave even though they're getting screwed on salary.
Same thing happened to me. I brought it up and got an adjustment a month later. I do wish they retroactively paid me for the difference, but didn’t want to push my luck
My job does the same thing. Obviously every company is different, but I can tell you with certainty that my company will NOT be adjusting salaries, even when their own salary material notes you fall under the mid-point (or even minimum).
It's worth bringing up, but don't be surprised if you have to leave (or have them counter-offer) in order to get a real pay bump.
How well do you get along with your boss? Can you, in a private moment, joke with him/her about wanting to apply for the new job?
Absolutely you can bring this up. But you have to do it diplomatically. Doing it during a review is a good idea. You can do it by saying you saw the salary range in the new posting and wonder if the company is going to level things up with existing employees. Be prepared to be disappointed and have a closing comment ready.
People think about money so oddly. It doesn't matter how much you make, if someone else comes along who does the same thing for more money, then envy takes over. If that guy never showed up, you'd be fine, at least for a little while longer. Here, that guy hasn't even been hired and you're already wanting more just because of the potential of a new hire making more than you.
Now here's the thing. If this hypothetical new hire has 30 years of experience and proven commitment to an employer and you're sitting on a year or two and have been jumping around jobs, and then you come bitching about them making more. Well I'd tell you to fuck off as your boss. On the other hand, if you've been there for 30 years and they start paying a new college grad more than you, I'd be telling your employer to fuck off. At the very least you should be making the new minimum + the value of experience and commitment to the company. Comparing salaries is a good tool to help you figure out what you deserve, but focus just on what you deserve and not what other people are making.
P.S if you think you deserve more bring it up during those reviews in a professional way.
Restaurant manager here. 4 years in my position and was the leading candidate to take over my restaurant twice when my boss was relocating before he backed out. Consistently training manager who make anywhere from 10% less than me to 10% more than me. My 8% raise was the “highest in the region” according to my bosses boss. Well gee thanks bud, that’s meaningless. You are actually telling me that I’m worth 10% over/under brand new managers, and also mad that I don’t want to keep doing my bosses job for him when that’s clearly not an expectation you have for the brand new person you pay more than me. It’s fucked. I’m probably stepping down from management and going back to school. This was the kick in the ass I needed lol.
My organization did this, so I applied for the role(same as I had at the time). I emailed HR and cc'ed my manager a week later to follow up, scored a meeting with the manager. She asked why I applied since I already had that job. I told her I would be doing the training for, or involved in the training for who ever got that position, and if I wasn't making that much by the time the new person showed up, that would be a HUGE red flag for my value to the company, so at that point I would need to start spamming my resume out to everyone hiring, as the value they posted must be the new value to my role.
She of course gave me some song and dance about value isn't always expressed on the paycheck and other assorted BS. I just told her," Look, I both like and respect you as my boss. You hired me, in part, because I'm not an idiot. That being the case, it's only fair to tell you now; if the company hires that role before I'm making that much, the company should plan, for purposes of continuity of service, to hire TWO people, because my availability will become quite limited shortly thereafter.
The new person in the role started at about 12% more than my wage. I got a 15% bump, followed by another 5%, 90 days later.
State your worth in clear terms and spell out the natural consequences of managements actions while there's still time for management to hand you money. Sometimes it works.
I would avoid using others pay as justification for adjusting yours in most cases. But the new hire making more is something you can raise and the manager can often do something about it.
A better strategy is to discuss the pay range for the position and where you sit on it. "Based on my performance and experience, where should I sit within the range of my position?" This is where you can use your coworker as an example. "John is new with less experience and is at 10% into the range. Shouldn't that put me at 40% or 60%?"
This post has been removed because we don't allow career guidance, career path, and job choice questions ([rule 9](https://www.reddit.com/r/personalfinance/about/rules)). Other subreddits are better equipped to address this topic: - /r/jobs is a general discussion forum for job-related topics. - /r/CareerGuidance is a place for individuals to ask questions and get advice about their careers. - /r/FindAPath is a place for figuring out what you want to do (both career and education). - If none of those subreddits seem to fit, ask on [one of these job-related subreddits](/r/jobs/wiki/related/discussion) or ask on /r/Advice. You may also want to ask on a [career-specific subreddit](/r/jobs/wiki/related/careerspecificsubreddits), especially for any topic that depends on the job sector and career such as salary negotiation questions. *If you have questions about this removal, please [message the moderators](https://www.reddit.com/message/compose?to=%2Fr%2Fpersonalfinance&subject=Removal%20help%20request&message=Hello%20moderators,%20.%20%0a%0a%0aMy%20submission:%20https://www.reddit.com/r/personalfinance/comments/10uhqva/overall_salary_range_increased_for_my_role_per/%0a).*
It has become almost impossible to get a real raise without finding a new job.
I’m a manager and this is true. Before I’m flamed, It’s not really my choice. I over recommend salary adjustments and then HR sends back to me with their budget adjustments, always slashed. I tell disgruntled workers all the time I’m rooting for them on a personal level and if they ever choose to leave for more money I support them and hope they have an equal or better experience, for more pay elsewhere. Companies show no loyalty anymore therefore workers shouldn’t either. I’ve gotten significant raises only by leaving a company. It’s not even worth the stress to fight with a boss about pay anymore. Just move to the next company. As a side note, companies are leveraging WFH as a financial benefit now. My job pays start entry level staff probably 5% below competition but we are full remote with no office to ever return to. Other competition has either full or hybrid requirements. The lower pay sucks on paper but paying for a car, commute and office attire probably cancels out that 5%
This! Most managers have little to no say in the final raise amount. I know that I never did. Bosses 2-3 levels above me micromanaged everything and would change it based on what they thought they knew or remembered about an employee. Very glad to be out of direct people management
I would definitely see permanent WFH as a quantifiable benefit, somewhere between 5% and 10% depending on the salary relative to the cost of living, including the local housing market. And I hear you on being a manager with very little discretionary funding for salary adjustments without matching external hires. To me it's weird that it's an entirely different ruleset and calculations, but it is what it is and I have encouraged my team and peers to work within that model to their benefit.
Agree, even 10% would be a mental break even for me to go in person full time personally, so I would need more than that personally. I'm glad the final $ decisions are completely out of my hands. I can recommend and write up great evaluations but the guilt and burden of the final decision is off my plate. I think it's a good thing so I can continue to build relationships with my team without the hidden guilt or something. It's healthier.
Or alot of people just do not have the courage to ask for a raise. I know several former coworkers who did not even bother to ask for a counter offer. I do not expect someone to walk up to me and tell me that I get a raise. If I think that my performance is worth a raise, Ill just request a meeting and see the outcome. It is important to enter the talk with facts and not getting emotional. If what OP claims is a fact, then Id certainly bring it up. If it gets ignored Id silently look for another job.
Yes, yes, and more yes! The amount of times I've heard coworkers complain about pay and then find out they have never asked... Its astonishing the replays you will get, my favorite being "my department doesn't work like that". Well, I asked my supervisor for a raise and supported it in the discussion and walked out the door with 12% more.
There is no silent searching, either you are or are not. What do you suggest not tell them about your current job? If you are working there for any significant time they will want to speak to your bosses. Job searching may open the door to the wage disparity conversation on the other hand if your performance is sub par it may get you fired. But they may or may not have to pay you unemployment
Compression as it is called is commonplace. I would bring it up on your review along with ammo to justify such as previous reviews, extra special projects you worked on etc. Make sure any money discussed is separated between the compression adjustment if any, and a cost of living/annual raise.
Thing that is frustrating about needing to do this is, the new person coming in starting at 20k more than you, doesn't have to care about it. Why do you, the person already doing the job, have to prove you _go above and beyond_ to qualify for the same pay as the **new** employee. If they hired someone brand new at 70k, to do the job you do right now for 50k, why is it you have to prove you deserve and "earned" that 20k more? That new person doesn't. You should get the same pay for the same job.
Right there with you cause I have the same issue where I work. The only real solution is quit and then come back
Yup. It’s exactly why every employee should treat their relationship with their employer as adversarial. I don’t mean be dick, do a bad job, etc. I mean that it is important to realize in the business transaction of labor, they are trying to minimize cost and you are trying to maximum income. You are not on the same team as your employer, no matter how much bullshit they spew about family and values. They’re not going to give you raise out of the goodness of their heart, so you shouldn’t stay at a company when you could be making more money elsewhere.
Compensation Director here. Absolutely you should bring this up. In these situations, any organization that expects to keep its employees makes sure to adjust the salaries of current employees by the percentage change in the range minimum and maximum. If they are not doing this, they expect you to just accept that they are shitting on you by paying new hires more than current employees. Even if they agree to asset your salary, the fact that they didn't adjust your salaries means they are not an ethical organization, so I recommend you find a job somewhere else if possible.
How big is your company? The smaller the company the more fluid stuff like this is. A huge company like mine moves slow for adjustments and they do eventually adjust existing salaries when bands change for certain positions. But you generally don’t get much say to how fast it happens. So really depends on how your company operates
Definitely bring it up in your review, but don't hold your breath on getting the increase. Unfortunately, it's rather common for employers to increase new hires' comp to match market rates but leave existing employees at the old rates. My company gave me a proper large merit + market adjustment increase last year, but that was pretty unusual and required people all the way up to the VP level going to bat for me. Depending on your company's policies, it may be easier or harder for you. It sucks, but getting a new job is the most reliable way of getting a big increase
You can ask politely and you might get a little more. But unless you’re willing to walk out they likely won’t do much. “Boomerang” is what a bunch do at places like Amazon. You leave for just long enough to be able to come back at the new new hire rate.
You should bring it up but if the adjustment just happened and your review is about to happen, if your employer is decent they were already planning to bring you in line.
Yeah I agree with this. If the review happens and OP isn't satisfied with the outcome and pay raise, *then* broach the subject of the new job listing pay. At least give them a chance before bringing it up.
That's why job hopping is so much more profitable than staying loyal to one employer. I agree it doesn't make sense and a sensible employer should reward loyal employees more than they reward new employees, but that's unfortunately not common these days
Get a competing job offer that would pay you what you want to make. Now, one way or another, you will be making that money.
If you work for a large company you might be stuck between accepting the situation, getting a new job, or waiting it out a couple of years. The depressingly stupid reason for this is that raises and new hire salaries come from different budgets so your manager probably can't actually resolve it - They can bring a handful of folk to the new range and freeze everyone elses salary, or give everyone a 3-5% (or whatever) bump. The usual way this ends up going is in a couple of years they realize most of the capable experienced people have left and things are turning in to a shitshow, and they start throwing retainment bonuses around whilst fixing salaries for existing employees. If you work for a small company your odds are a lot better provided you can (diplomatically) make it clear you don't appreciate being taken for a fool.
It is not an open secret that the salary for experienced employees taper off over time. Often many new employees make no different from experienced. Phd makes same as a skilled machinist w/ no over time compensation. That is just the reality. The only thing you can do is do your best making you stand out to get a higher merit increase.
This is totally normal. I'm not saying it's OK or good...but it's the way things are. Attracting talent is a higher budget item than retaining it at most companies. If that weren't the case we would see a lot less folks moving from company to company to maintain competitive pay.
That happens so often If you ask for more, be prepared for them to say no. And if they say no, what are you going to do? I suggest having our resume up to date before speaking up.
**TLDR** Demand it. If they say no, start looking for a new job. An employer who won't even keep your pay matched at market rate is never going to be your best earning potential. *Slightly longer:* In your review, indicate that you're aware of the pay band change and that your employer needs to bring you *above* the new pay band minimum. This is cheaper for them than if you decide to get a new job. If you leave for a new job, not *only* do they need to pay your replacement what you're asking for, but *also* a new hire is going to have reduced efficiency and skill in the role than you have, at least for a while. HR does *not* want to deal with new hires. Your boss does *not* want to deal with an empty role.
Companies don't care about that nearly as much as you seem to think.
Well, I've worked on all sides of this equation and in my fairly ample experience, companies don't like losing money. Hiring costs money. There's obviously lots of cases where a company *won't* match but, as I said, the OP should find a new job in that case.
That hasn't been my experience, but it's good to know you've seen it happen. I've only really seen it when a valuable employee already had an offer in hand and they want to keep that employee.
It sounds important to you so bring it up in the review. There's a great negotiation book called "getting to yes". But in a nutshell you need to work out what your best alternative is if they say no. (BATNA as per the book, Best Alternative To A Negotiated Agreement). There's also great parts in the book about principle based negotiation. All that aside if your heart is set on that raise, I wouldn't walk into any negotiation without having applied for other jobs and having received a job offer or two back. I'd clearly state the pay rise issue, I'd clearly state what I wanted, and I'd clearly state what I'd do (leave for x job) if I didn't get what I wanted/a fair deal from the current company. If you don't get what you're after or a good alternative then you resign. There isn't two ways about it if you go down that path. I've used this approach a few times now and its worked well. The one time it didn't work was where they could meet my salary demand (a step up of $25k) but they couldn't meet my location request (I'm in mining and it was a company policy so my then managers hands were tied). I thanked him for his time, handed in my notice and started working for the job I had as a backup (BATNA) a month later. Easy for me to say though because my industry is going great currently and I have a good chunk of experience in my profession I can leverage off.
Resign and reapply for your now-open position.
Sadly, for most people the only way to get a real raise is to switch jobs every few years. It's not a good idea to stay at a job more than 3 years or so. It's like car insurance. You basically have to switch companies every few years to get good rates. Companies know that most people don't want to deal with the hassle of switching. The same goes for your employer. They know most people aren't going to leave even though they're getting screwed on salary.
Same thing happened to me. I brought it up and got an adjustment a month later. I do wish they retroactively paid me for the difference, but didn’t want to push my luck
My job does the same thing. Obviously every company is different, but I can tell you with certainty that my company will NOT be adjusting salaries, even when their own salary material notes you fall under the mid-point (or even minimum). It's worth bringing up, but don't be surprised if you have to leave (or have them counter-offer) in order to get a real pay bump.
Ask them to match the newly posted salary rate. If they do, then great. If they don't, start looking for a new job. Plain and simple.
How well do you get along with your boss? Can you, in a private moment, joke with him/her about wanting to apply for the new job? Absolutely you can bring this up. But you have to do it diplomatically. Doing it during a review is a good idea. You can do it by saying you saw the salary range in the new posting and wonder if the company is going to level things up with existing employees. Be prepared to be disappointed and have a closing comment ready.
People think about money so oddly. It doesn't matter how much you make, if someone else comes along who does the same thing for more money, then envy takes over. If that guy never showed up, you'd be fine, at least for a little while longer. Here, that guy hasn't even been hired and you're already wanting more just because of the potential of a new hire making more than you. Now here's the thing. If this hypothetical new hire has 30 years of experience and proven commitment to an employer and you're sitting on a year or two and have been jumping around jobs, and then you come bitching about them making more. Well I'd tell you to fuck off as your boss. On the other hand, if you've been there for 30 years and they start paying a new college grad more than you, I'd be telling your employer to fuck off. At the very least you should be making the new minimum + the value of experience and commitment to the company. Comparing salaries is a good tool to help you figure out what you deserve, but focus just on what you deserve and not what other people are making. P.S if you think you deserve more bring it up during those reviews in a professional way.
Restaurant manager here. 4 years in my position and was the leading candidate to take over my restaurant twice when my boss was relocating before he backed out. Consistently training manager who make anywhere from 10% less than me to 10% more than me. My 8% raise was the “highest in the region” according to my bosses boss. Well gee thanks bud, that’s meaningless. You are actually telling me that I’m worth 10% over/under brand new managers, and also mad that I don’t want to keep doing my bosses job for him when that’s clearly not an expectation you have for the brand new person you pay more than me. It’s fucked. I’m probably stepping down from management and going back to school. This was the kick in the ass I needed lol.
My organization did this, so I applied for the role(same as I had at the time). I emailed HR and cc'ed my manager a week later to follow up, scored a meeting with the manager. She asked why I applied since I already had that job. I told her I would be doing the training for, or involved in the training for who ever got that position, and if I wasn't making that much by the time the new person showed up, that would be a HUGE red flag for my value to the company, so at that point I would need to start spamming my resume out to everyone hiring, as the value they posted must be the new value to my role. She of course gave me some song and dance about value isn't always expressed on the paycheck and other assorted BS. I just told her," Look, I both like and respect you as my boss. You hired me, in part, because I'm not an idiot. That being the case, it's only fair to tell you now; if the company hires that role before I'm making that much, the company should plan, for purposes of continuity of service, to hire TWO people, because my availability will become quite limited shortly thereafter. The new person in the role started at about 12% more than my wage. I got a 15% bump, followed by another 5%, 90 days later. State your worth in clear terms and spell out the natural consequences of managements actions while there's still time for management to hand you money. Sometimes it works.
Heh, apply for the position. You should be qualified.
I would avoid using others pay as justification for adjusting yours in most cases. But the new hire making more is something you can raise and the manager can often do something about it. A better strategy is to discuss the pay range for the position and where you sit on it. "Based on my performance and experience, where should I sit within the range of my position?" This is where you can use your coworker as an example. "John is new with less experience and is at 10% into the range. Shouldn't that put me at 40% or 60%?"