Transparency and consistency. We want to reward sincere and fair.

We want to reward colleagues who display continuous growth and development, colleagues that are committed to their work, our clients and our team spirit and colleagues that are not afraid to go that extra mile. And we want to do that in a way that is sincere and fair, transparent and consistent. This is what we want to achieve.

Annual Review Round

Once a year we review our salaries for everybody working at team5pm. The review round takes place during January and is effective from February 1st. The raise consists of two parts:

Part 1: team5pm Percentage: the team5pm percentage varies every year and depends on economic circumstances. The team5pm percentage is equal for all team members within every country. Every year during the Annual Review Round we will announce that year’s team5pm percentage.

Part 2: Individual Percentage: the individual percentage is a fixed percentage that is matched to your personal growth and development of the past year.

Needs Improvement (0%)

Description: Your development is currently below expectations and goals have not been met. Challenges or circumstances may have impacted your progress. We need a structured plan to improve and address the gaps in your performance and development. Sometimes there are circumstances that hinder your development.

Path to Improvement: Collaborate with your lead to identify key areas for development and create an action plan to address them. Make use of the coaching and training resources the company provides. Ensure alignment on goals and actively work towards meeting them.

Doing ok (2%)

Description: You have done ok, but you have not met all your goals. Your growth in experience and development is a bit behind expectations. When your development is slightly behind and you need to step up your game. Sometimes a year wasn't great.

How to Move Forward: Work on improving the skills needed for growth. Ask for feedback and look for mentors to help speed up your development.

Doing great (5%)

Description: You've not only met your goals but also grown a lot in your role, becoming more experienced and skilled. When you’ve developed yourself in line with the expectations, quite amazing results within team5pm, since we aim high!~~~~

Continued Growth: Keep building on your strengths and tackle new challenges to keep moving forward in your career.

Crushing it (8%)

Description: You have exceeded all growth and development expectations with extraordinary accomplishments that set you apart. When you’ve developed yourself above all expectations, you showed something very extraordinary the past year. An outlier performer.

Note: This level of achievement cannot be planned through specific goals, as it involves unexpected accomplishments that go beyond the standard expectations.

Salary Scales

We think it’s important that colleagues with the same level of impact and seniority have roughly the same salary. That is why the categories we use in the Growth Framework correspond with the salary scales. We use the same categories and thus salary scales for experts and people leads, because we feel experts within a specific discipline are equally important compared to great people leads. We update our salary scales once a year during the Annual Review Round.