Rabi Singh ⋅ Orange Park, FL Deutsche Bank ⋅ 21 years experience

Have you looked at Glassdoor.com? I mention it because it gives a good generalization by job/company/location and am not sure if you are aware.

Deborah Meyer ⋅ Columbus, OH Anthem, Inc. ⋅ 35 years experience

Depending upon the industry (and position) salaries have been rising on average between 2-3% for the last few years. Your geographic area plays into this as does the companies profit margin. Companies (tech industry) which have a high profit ratio are able to make greater increases. From a Human Resources standpoint the CPI is used for helping to establish a salary range for a position. Annual increases (without promotion) are typically tied to a budget, see link below - SHRM surveys are estimating a 2.7% increase for 2016. If you are a HIGH performer - you should receive higher than the average.
https://www.shrm.org/resourcesandtools/hr-topics/compensation/pages/salary-budgets-2016.aspx

Luke Thomas Redman ⋅ Austin, TX Hospital Internists of Austin ⋅ 7 years experience

You could check the consumer price index by sector. CPI represents inflation nationally. Generally you should aim for a minimum raise of whatever CPI is, either generally or perhaps in the sector you work. Like healthcare CPI or energy CPI is probably higher than broad, general CPI. If you are not getting a raise equivalent to CPI then basically your cost of living is going up while your salary is relatively flat or declining. There are also some regional CPI figures you can look up (I think) it is all on the Bureau of Labor Statistics homepage.

John Green ⋅ Cary, NC Information Technology ⋅ 40 years experience

https://www.roberthalf.com/workplace-research/salary-guides

Eric Hiatt ⋅ Philadelphia, PA BlackRock ⋅ 20 years experience

I find that www.salary.com or the Bureau of Labor Statistics has decent salary data. Try https://www.bls.gov/bls/blswage.htm. Good luck

Jose Ivo ⋅ Houston, TX Bechtel Corporation ⋅ 37 years experience

For calculating a raise, use CPI in your State if your job has involved no promotion or added responsibilities. Remember though a review with your boss is not necessarily intended for you to ask for a raise. With the disadvantage of not being familiar with your specific circumstances, my recommendation would be focus on asking for feedback on how you are doing, and if appropriate (i.e. if the feedback is positive), you may want to suggest that it would be good to receive some recognition beyond the positive feedback, and see what reaction you get. If you now have added responsibilities beyond when you first started your job, mention this also.

Donn LeVie Jr. ⋅ Austin, TX Donn LeVie Jr. STRATEGIES ⋅ 30 years experience

Salaries are based on experience, education, skills and to some degree location. Raises usually are based on the value you brought to the position since the last evaluation period (usually a year). Raises have hovered around 2-3% for several years though larger increases are usually tied to promotions.

Glen Alleman ⋅ Longmont, CO Niwot Ridge LLC ⋅ 30 years experience

I'd add to Rabi, that indeed and other job sites have salary ranges in your area for positions. In the age of low inflation, 2% is a good step when staying in the same position.

Jim Jones ⋅ Getzville, NY Fidelis Care ⋅ 35 years experience

Good Morning Tim,, lots of great advice here. I would add to Georgia's comment by saying what do you bring to the position that warrants a raise besides doing your job? Have you taken additional responsibilities, coached/mentored other employees, been involved in team projects, demonstrated leadership skills, learned or enhanced your skills through additional training? You have heard the saying " what's in it for me?" Employers what to know what you have done for them.

Po Wong ⋅ Orlando, FL Johnson & Johnson (retired) ⋅ 40 years experience

Hi Tim,
Thanks for your service!
It depends on you company, industry, company profit/lost….

For many well established companies, their HR already did all the CPI, salary benchmarking, regional factor…and provide managers an internal site to type in wage grade and performance level (1 to 10 or not satisfy to highly satisfied). It will automatically calculate increase and next year salary. There is no discussion on anything so no matter what gender, race ….everyone get equal pay if they perform at the same level. The only variable is performance level. But that should be a weekly/frequent conversation between manager and employee so no one should be surprise during the review time.

If you company is not set up as above, then Georgia’s suggestion is much more relevant. I also will add recognize your company’s profit/lost, growth….One of the New York newspaper just announced lost 96% of their revenue in the quarter this week, I will laid low and no asking anything no matter what the CPI stated.

Good luck!

Georgia L Mitchell ⋅ Lake Mary, FL Blue Buffalo ⋅ 20 years experience

Hi Tim,

The question underneath your question is, "how do you structure the conversation with your boss to get the largest raise possible." Depending on your boss's role In the company, conversations about salary ranges and CPI statistics might not influence your salary much. Consider shifting your conversation away from statistics and toward the ways you have specifically helped your boss and company. And have several small conversations prior to the review.

Here is an excellent article on adjusting your approach: http://www.forbes.com/sites/lizryan/2016/06/04/how-to-get-the-salary-increase-you-deserve/

Best of luck!