I'm trying to build a case that my team deserves more compensation for taking on more work due to short staffing.

2 Comments

1. Crystal HowellJuly 30,2022 at 7:43PM UTC

   If working 40 hour plus they get overtime?

   If short staffed, the others are assigned duties that are done in 40 hrs, now that is cut, so they need more time to get the job of others done and their work, and company has to pay overtime? company may come back with year end bonus on performance, their birthday off, or????

2. AnonymousAugust 1,2022 at 2:47PM UTC

   Crystal's point about overtime is valid if that's part of the plan.
   I know we are mostly salaried and would have a hard time getting overtime pay approved unless it was a consistent thing over time. In situations like this we end up shuffling priorities and just letting some less critical tasks sit until we can get to them.

   We typically have to perform extra duties for six months to a year with expectation that they will continue, before we get raises along with a revised job description (so we're also being evaluated on those extra duties). What I have seen used in other departments is a (small) bonus or comp time.

   One thing to keep an eye on is how much time is taken up by the new duties. Usually "other duties as assigned" is a small percentage. If this is taking more than the allotted time, that's another boost for restructuring the position descriptions and justifying raises.

   I've also successfully argued that additional certifications (for which we get pay bumps) apply to the added duties even when they are less relevant to the primary role. We haven't tested this directly yet, but I have a preemptive approval for one staff member who is serving as backup to a related office. She got a 2% added-duties raise after a year, and will get another 3-5% for the extra certification. It's up to her when/if that happens, but my staff just got salary equity bumps, so will probably wait at least six months before trying to pursue another one.

   See what department(s) HR is using as your comp. There might be a better fit, especially if you are taking on additional roles. Most government offices have transparent salary databases. Might be worth checking on salaries for similar offices at other agencies if accessible. Another way to do HR's homework for them. The more information you can present to them tied up with a bow, the more likely you are to get some cooperation.

   If part of the issue is motivating your team and you run into brick walls, point out that they are adding more marketable skills to their portfolio and it will help them down the road when they leave for more lucrative positions.

   Good luck!