There are a few friend/T sups that I work with that are bothered by it, our P/T Sup raises are capped at 2%. It's hard for me to feel for the friend/t sups when they are still going to be making over 50 grand at least, even if they are brand new (With our cost of living that's pretty decent). Vs someone working P/T who salary is in the very low 20's going up 7 or so bucks a week, personally I've always put in the extra hard work and effort to earn a 5% raise since I was in management.
I understand the economy is putting everyone through hard times and it's hard to remain profitable. With other gateways consolidating more volume is being routed to our facility, they are predicting 900K on a nightly basis by the summer time, It just looks to me like in these hard times they would want to recruit and keep a higher quality of leadership that rewards such as the chances of a nice raise brings a company.
However, to go along with that, as a company, they can't be afraid to give a crappy P/T sup little or no raise, which is what I think the problem is. They don't want to seem like they are actually punishing a management person with a low raise, but instead do the same thing to everyone so it's all equal. Basically I'm going to get the same raise as the Sup that called in every time the weather was bad, had accidents or air craft strikes, or just overall can't do the job. I don't want to toot my own horn, but I feel and I've often been told that I'm a great supervisor by both higherups and my employees.
We had an administrative employee a few years ago that was the absolute worst at everything, every time we tried to terminate her HR told us to keep her. Bad attendance, Bad attitude, mistakes, documentation and traing up the wazoo to try to make her better with no success, and the list goes on, I was really shocked that we couldn't do anything about this person (Eventually she quit). Anyway, When her sup told her we weren't giving her a raise she called HR and they made us give her a 2% raise because we didn't want to "single her out." I really think that's what it comes down to.
To me if you're crap, you're raise should be crap. Not give everyone an low raise.
(sorry for the rant)
In the end, they are still paying full tuition, books, and bonuses based on my academic performance, that's at least 14K a year (as with all P/T employees in the Louisville air district) so I can't complain or be put off too much. I just know this year I'll be concentrating a lot more on completing my education before that program suffers cutbacks, than constantly going the extra 5 miles at work like I did last year.