Does anyone have experience developing and implementing hourly wage progression programs in manufacturing operations?
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Amy, good point about represented employees. That's one reason that companies that have union and non-union operations tend to incorporate time in position as a factor in pay increases for their non-union sites.
During my experience as an HR business partner in the manufacturing sector, the companies I worked for used hourly pay structures that incorporated elements such as: job families that were based on the type of work performed by employees; classifications and levels within each job family that defined the skill and experience requirements for advancing within the progression; and procedures for benchmarking employee salaries and salary structures with other employers in the industry. In my experience, these elements are typical for a manufacturing operation.
Steve is spot on - with almost 20 years in chemical manufacturing, I can confirm that this is the approach. Additionally, time based progression is typical with represented employees, and many manufacturing organizations will develop an accelerated progression program that supports faster progression for achievement of necessary certifications/qualifications.