How much java programer get payed?

> > ** the dull, silver star-holders

>

> Your star looks kinda tinny to me, while my star is

> really woody. A nice

> and woody star! :-P

>

> kind regards,

>

> Jos ;-)

That's probably because you're still using EGA. Perhaps it's time to upgrade?

; )

prometheuzza at 2007-7-21 17:40:17 >

> I don't think Auggie would be pleased with that

> thinly-veiled derision, my friend. ;)

That's okay; I'm not particularly pleased with Auggie's wares*, despite their rampant popularity among the tasteless class. ;o)

~

* He's certainly a nice fellow, though. Beautiful office, too.

yawmarka at 2007-7-21 17:40:17 >

> There is huge deference in countries as per as salary

> is concern

Small correction- difference, not deference.

From Merriam-Webster

Main Entry: deference

Pronunciation: 'de-f&-r&n(t)s, 'def-r&n(t)s

Function: noun

: respect and esteem due a superior or an elder; also : affected or ingratiating regard for another's wishes

synonym see HONOR

filestreama at 2007-7-21 17:40:22 >

> > Try a Fuller's ESB if you can get your hands on

> one.

>

> My current wheat beverages of choice are the

> Boulevard unfiltered (distributed out of KC) and a

> local Bock (chock full of malty caramel goodness).

Aah, let's hoist a nice Dunkels Weibier (or two)!

filestreama at 2007-7-21 17:40:22 >

> I'll also assume that you

> believe I'm underpaid.

Actually I have no idea what the going rate is for programmers in the Philadelphia area. But if graduates are coming in at 47-50K, and Fred has 8 years experience and is being paid 57K, something is wrong there. I might have misread but it seems like Fred has been with the same company for 8 years? That is an awfully long time to be in your first job. If Fred had more ambition he would think "there are guys earning over 100K here are they aren't even that good, I could do that" and go and look for another job. The fact that Fred hasn't done this suggests he has gotten too comfortable in his current position, hence the lack of ambition comment.

YoGeea at 2007-7-21 17:40:26 >

(comments in relation to KelVarnson's story)

1. You have run up against what I consider to be the great conundrum of the workplace. Once a company has their hooks into you there really is not much of a reason for them to give more than a token increase. Think about it this way, to maximize their profits it's in their best interests to push down on the payroll entire.

2. The surest way to increase your pay is to change jobs. companies are more willing to part with money for the new guy rather than the guy they have. It's kind of silly really because the guy they have is a known quantity whereas the new guy is very much an unknown.

The problem is that the market is constantly changing. Six months from now the going rate for a particular skillset and experience level will not be the same as it is now. Thus logic tells us that the six months spent on a job should be payed the same as the market right now. However it doesn't work that way and to understand why we have to look at it from an economic standpoint.

Consider yourself to be a product for sale in a market. Your market value is established at the time that you are sold in the market. Once you are sold you are no longer part of the economy as a product. You become a resource to the company that you were sold to. Your market value is only recalculated if you reenter the economy by looking for a new job.

Now in regards to getting degrees, training etc. Any time someone has completed a degree or training (as long as the company didn't pay for it) it's a great time to go hunting for a raise. Bear in mind though that th elusive raise beast is tricky and hard to catch sometimes. Be prepared with plenty of ammunition (documentation of achievements is good) to help trap the raise beast.

Good communications with managers is very important. A person who does their job well but isn't distinguished from the others by anything other than that they do their job will often go unnoticed because of their personality and nature rather than because of their performance.

Ok I've rambled on for a while, but ultimately it comes down to this, we are all consultants whether we work for a company in an in house development group or whether we roam the countryside dealing with clients. We are all consultants and as such it's our responsibility to negotiate our compensation, we cannot count on the company to recognize our greatness and reward it just 'cause.

Just my thoughts on the subject, your milage may of course vary.

PS.

puckstopper31a at 2007-7-21 17:40:26 >

> I want to know how much java programer will get

> payed. I am beginner.

For people who have to resort to asking this kind of question on a forum like this, I'd say your salary will probably be around minimum wage wherever you get a job.

Oh, and for you it might involve java, but not programming - just serving it, or soda.

warnerjaa at 2007-7-21 17:40:26 >

Good points, puck.

> Now in regards to getting degrees, training etc. Any time someone

> has completed a degree or training (as long as the company didn't

> pay for it) it's a great time to go hunting for a raise.

Ahh, but they DID pay for it. My 12-month post-degree window closed last summer.

Without getting too explicit, I do have a standing offer from the aforementioned customer, albeit an informal one ("whenever you feel like you want a change, we'd love to have you" kinda thing). I plan on pursuing this next month.

> Bear in mind though that the elusive raise beast is tricky and hard to catch sometimes.

> We are all consultants and as such it's our responsibility to negotiate

> our compensation, we cannot count on the company to recognize our

> greatness and reward it just 'cause.

Any ballparks about what is considered a reasonable raise? By that I mean, do employers tend to look at a potential raise as a percentage mark-up of the current pay, or just as a bottom-line whole number regardless of current pay. Example, Mary makes 40K but feels confident that her skill set and experience should put her at 60K (and let's assume that she's right). Mary does the march-in. Is an employer going scoff at a 50% pay raise (which sounds enormous), or will they tend to look at the 60K as being in a reasonable ballpark? Obviously, there are no absolutes. I was just wondering to hear any war stories.

KelVarnsona at 2007-7-21 17:40:26 >

> Good points, puck.

>

> > Now in regards to getting degrees, training etc.

> Any time someone

> > has completed a degree or training (as long as the

> company didn't

> > pay for it) it's a great time to go hunting for a

> raise.

>

> Ahh, but they DID pay for it. My 12-month

> post-degree window closed last summer.

>

> Without getting too explicit, I do have a standing

> offer from the aforementioned customer, albeit an

> informal one ("whenever you feel like you want a

> change, we'd love to have you" kinda thing). I plan

> on pursuing this next month.

>

> > Bear in mind though that the elusive raise beast is

> tricky and hard to catch sometimes.

>

> > We are all consultants and as such it's our

> responsibility to negotiate

> > our compensation, we cannot count on the company to

> recognize our

> > greatness and reward it just 'cause.

>

> Any ballparks about what is considered a reasonable

> raise? By that I mean, do employers tend to look at

> a potential raise as a percentage mark-up of the

> current pay, or just as a bottom-line whole number

> regardless of current pay. Example, Mary makes 40K

> but feels confident that her skill set and experience

> should put her at 60K (and let's assume that she's

> right). Mary does the march-in. Is an employer

> going scoff at a 50% pay raise (which sounds

> enormous), or will they tend to look at the 60K as

> being in a reasonable ballpark? Obviously, there are

> no absolutes. I was just wondering to hear any war

> stories.

From my experience, someone who is hired at entry level, and continues to do the same job (albeit perhaps better with given experience) will run into issues with an employer who knows they can easily get another entry level person for the same (40k from your example) rather than give a pay raise to the existing resource. If Mary is serious about bucking for a raise, it is in her best interst to do the "march-in" with a 60k offer in hand to negotiate with (assuming she wants to remain in the same position). Worse case, she gets what she feels she's worth, but has to leave a known position for something new.

Also from my very recent experience, performance reviews are meaningless. They are an HR tool to assist them meet company goals, they have very little to do with your (Mary's?) percieved value.

I would also state that company loyalty is misplaced (I'm almost 10 years in my first "real" job and am just finding this out). They are not in business to make you or Mary happy. Brush up Mary's resume and test the waters. The worst Mary will discover is that she is not underpayed and/or not as experienced/valuable as she thought. At least she'll know where she stands.

My two....

kevljoa at 2007-7-21 17:40:26 >

> Any ballparks about what is considered a reasonable

> raise? By that I mean, do employers tend to look at

> a potential raise as a percentage mark-up of the

> current pay, or just as a bottom-line whole number

> regardless of current pay. Example, Mary makes 40K

> but feels confident that her skill set and experience

> should put her at 60K (and let's assume that she's

> right). Mary does the march-in. Is an employer

> going scoff at a 50% pay raise (which sounds

> enormous), or will they tend to look at the 60K as

> being in a reasonable ballpark? Obviously, there are

> no absolutes. I was just wondering to hear any war

> stories.

You need to look fo a job. Figure out where to look as well (are you willing to relocate.)

Once you have one or more offers that sets the baseline (if relocation then you need to calculate cost of living.)

You then decide if you want to negotiate with your current employer. You should use the offers you have to set an amount that you are willing to accept.

jschella at 2007-7-21 17:40:26 >