HappyDude writes "I've been asked to manage a department in our IT group. It's comprised of UNIX, VMWare, Citrix, EMC and HP SAN Admins, Technicians and Help Desk personnel. The group covers the spectrum in years of experience. I am a 20-year Admin veteran of Engineering and Health Care IT systems including UNIX, Oracle DBA, Apache HTTP/Tomcat, WebSphere, software design plus other sundry jack-of-all-trades kinds of stuff. Although I consider myself a hack at most of those trades, I'm reasonably good at any one of them when I'm submerged. I also have 10 years of Project Management experience in Engineering and Health Care related IT organizations. I do have formal PM training, but haven't bothered to seek credentialing. I'm being told that I'll be worth less to the organization as a supervisor than what I'm making now, but the earning potential is greater if I accept the management position. Out of the kindness of their hearts, they're offering to start me in the new position at the same wage I'm currently making. Does this make any sense, Slashdot? "
Read on for further details.HappyDude continues: "I think their rationale is crap; the primary reason behind their valuation is that I have no leadership experience. I would be a 'rookie' supervisor with no more value than a 4-year grad coming in off the street. It seems a couple things are missing from their calculations. One is that they don't give me credit for the 'global' projects I've led to complete success (completed on time, under budget, all goals met, blah, blah, blah). Apparently PM doesn't have anything to do with leadership in their eyes. My current employer doesn't actually understand what PM is and has no one with the skills I have who actually practices it other than me. How would you recommend I 'educate' our HR department about what real PM is all about and convince them that it surely does satisfy their leadership experience requirement?
The other thing missing (in my mind) is a fair valuation of my current skills, or of the worth of a supervisor skilled in almost all of the trades I'll be managing. They use 'market' analysis data from a third party when gauging salaries, probably like most employers do... but I know individuals in my field who wouldn't even talk to these folks for a starting wage less than 25% greater than what I'm currently making. HR suggested if I could provide adequate data that contradicts or adequately augments theirs, they would reconsider. How would I go about gathering that kind of data, from reputable sources, that would even stand a chance of these people's paradigms? As a final request, can anyone please provide me with first-hand knowledge of salary ranges for the two positions described? Maybe I'm all wet, but I think I'm a steal at the wage I'm being paid right now."