Earning Raises (Page 1 of 3)	
Earning Raises	
When working on a new job, you may start to think about pay raises.  When is the right time to ask for a 
raise?  Who do I ask for a raise?  What do I say?  Why do some workers get raises while others do not?  
These are good questions, and the answers are important to your future i
n the U.S. work world.
In large companies,	 pay raises are given by a time schedule.  For 	
example, entry-level workers may receive raises after 	three or six	 	
months of employment.  Entry-level jobs are jobs that require little 
education or training such as restaurant worker, car wash detailer, 
sales clerk, and pizza cook.  Raises for technical jobs that require 
college or training are usually given after 	six months or one year	 	
of employment.  Examples of technical jobs are drafter, mechanic, 
computer technician, and chef.  	In small companies, 	pay raises are 	
not given by a time schedule —  but raises are given when the small b
usiness owner or manager thinks that 
the worker earned a pay raise.  
Find out what the company policy (rule) is about raises.  Caution:  Do not talk about raises for the first 60 
days of your job because you are a new worker learning the job.  After 60 days, you may ask your 
supervisor, "What is the company policy about raises?  How are raises earned?"
  When you ask, there is 
one key word that lets the supervisor know that you have a positive atti
tude.  Can you guess the key word?  
The key word is . . . earned	.  This is because supervisors believe raises are earned — not given.	
If it is company policy to give raises using a time schedule, you will b
e given an 	evaluation	 or 	job 	
performance review 	when it is time for a raise.  This evaluation is similar to a school report card.  Just as 	
your teachers grade you for the work that you do in classes, your superv
isor will grade you for the work 
you do on the job.  Instead of school subjects in English, history, science, and physical education, you will 
be scored on work subjects such as job performance, attitude, appearance
, and dependability.  
To prepare for the evaluation, you can ask, "May I see a copy of the eval
uation form that is used for my 
job?  I want to see what topics (or subjects) are talked about during 
the evaluation so that I may prepare."   
If you get a copy of the evaluation form, make a copy so that you can wr
ite notes on the copy.  1) Read the 
evaluation form carefully.  2) Pretend that you are the supervisor and rate yourself for each to
pic on the 
evaluation form.  3) In a notebook, make a list of what you do well (c
alled strengths) and what you don’t 
do well (called weaknesses)  4) Write down ways you can improve each weakness listed.  5)  Write down 
things you do at work that show the strengths listed — and new skills
 or job duties you learn.  
If your company does not have an evaluation form, you may ask your super
visor, "What topics are 
discussed during a worker's evaluation?"  1) Take notes on what the supervisor says.  2) Rate yourself on 	
each topic the supervisor said, such as dependable or accurate worker.  3) Make a list 
of what you do well at work (strengths) and what you do not do well (
weaknesses).  
3) Write down ways you can improve each weakness listed.  4)  Write down things 
you do at work that show strengths listed — and new skills or job dut
ies you learn.

Permission to use allowed with usworkworld.com subscription.	Earning Raises (Page 2 of 3)	
Why should you go to this much trouble to get a good evaluation?  Becaus
e the amount of the raise you 
receive usually depends upon the score on your evaluation.  Low score wo
rkers get lower raises, and high 
score workers get higher raises.  For example, it may be company policy 
to give a raise of 40¢ to 75¢ per hour depending on your evaluation 
score.  During eight hours of work, a 40¢ gives you an extra $3.20. But, 
75¢ raise gives you an extra $6.
What can you do if you get a 10¢ per hour raise when you think you 
deserve more?  1) Politely ask your supervisor: "What can I do to 
improve my work performance to earn a higher raise?"  2) Listen and 
write down what the supervisor says you need to improve.  3) In a 
notebook at home, write down ways to improve what the supervisor said ne
eds improving.  4) Do your best 
to improve these things each day at work.  5) Write down what you did at work to improve .  After sixty 
days, ask your supervisor, 	"Have you noticed an improvement in my work performance?" 	 If the 	
supervisor says yes, you may ask for another evaluation and opportunity 
to earn a raise.  If the supervisor 
says no, you need to ask again how you can improve.
Unfortunately, some companies do not give raises even when raises are deserved.  If y
ou get a good 
evaluation and do not get a raise, it is time to think.  Do I want to ke
ep this job if I am not 
able to earn a raise?  Is the job close to home?  Does the job have good
 hours?  Does the job 
give me enough spending money?  Do I enjoy the job?  Is the job giving m
e good work 
experience and training?  If answers to these questions are yes, you may
 decide to keep
the job for a while longer until you can find a better job.	 	
1. a) In large companies, when are raises given for 	
entry-level jobs?  b) For technical jobs?  c) In 
small companies, when are raises given?	
2. a) After what number of work days may you 	
ask about raises?  b) Write down the 2 sentences 
you say to ask your supervisor about raises.	
3. a) What is the key word?  b) Why?
4. Your supervisor will grade you on what 4 work 	
subjects?	
5. To prepare for the evaluation, write down 2 	
sentences you may ask. 	
6. List 5 things you need to do after making a 	
copy of the evaluation form.	
7. If your company does not have an evaluation 	
form, write down what you ask your supervisor.	
8. a) What you do well are called what?  b) What 	
you do not do well are called what?	
9. Upon what does the amount of a raise depend?	
10. What type of raise do low score workers get?
11. List 5 things you to do if you get a 10¢ raise 	
when you think you deserve more.	
12. After 60 days, write down what you can ask.
13. List 3 questions you need to ask yourself if 	
your company does not give raises.	
14. a) If you were the owner of a yogurt shop, how 	
often would you give raises to your workers?  
b) Give a reason for your answer.	
15. Using the Pizza Pie Job Review form:  
 a) In your opinion, on which 3 items will a 	
manager rate you "Exceeds Standards"?  	
 b) What do you think a manager will write 
 for "Major Areas Needing Improvement"?  
 c) Fill out (write on) the Pizza Pie Job 
 Review to rate yourself as a worker.  Ask your 	
teacher sign this form as the supervisor.  	
 d) In your opinion, is this a fair performance 	
review form?  e) Why or why not?	
QUICK CHECK:

Earning Raises (Page 3 of 3)	
Crew Member’s Name__________________________
Date_____________________
JOB PERFORMANCE
Follows company’s rules
Can answer customer questions about products and prices
Suggestively sells customers additional items
Hustles during rushes and helps out coworkers when needed
Follows the practice of clean-as-you-go
Shows interest in learning new jobs and earning promotions
ATTITUDE
Works as a team member with coworkers
Follows supervisor’s directions with a positive attitude
Smiles and greets customers in a friendly manner
DEPENDABILITY
Shows up as scheduled
Stays busy without supervisor watching
Uses appropriate behavior and language
OVERALL RATING (Circle One)	
PIZZA PIE — JOB REVIEW	
Your job performance is the key ingredient in our "pay for performance
" policy.  The job 
performance review provide you and your supervisor with an opportunity t
o discuss your 
job to see where you stand, and how you can achieve greater success in t
he future.  The job 
review process lets us clearly recognize your contribution to the compan
y to make sure that 
you receive a fair raise.	
COMMENTS:
Strengths as a worker (list two)______________________________________
_______________
________________________________________________________________________
______
Areas needing improvement (list one or two)___________________________
_______________
________________________________________________________________________
______
Suggested raise amount: _______per hour       __________________________
______________	
EXCEEDS
STANDARDS	
MEETS
STANDARDS	
DOES NOT
MEET
STANDARDS	
OUTSTANDING
Performance always 
of exceptional 
quality.  One of our 
best workers	
UNSATISFACTORY
Performance is
unacceptable.
Has failed to meet
job requirements	
EXCELLENT
Performance always
exceeds job 
requirements.  
Significant contributor	
GOOD
Performance meets
job requirements.
Steady contributor;
job well done	
NEEDS IMPROVEMENT
Performance falls short of
meeting job requirements
and expectations
Signature of supervisor (or teacher)	
(Your name)