Salary Review and Adjustment Policy
Annual Review Process
Each year during Q1, LowCode conducts a comprehensive review of company performance, including sales metrics and overall revenue. This assessment forms the foundation for determining our annual salary adjustment budget and individual compensation changes. This is our protocol yet we take it case by case so if for any reason it is time for someone to do a jump or have an adjustment before the year, we can review it, some scenarios may be: a lot of years in LowCode, new positions opening, etc.
Our Commitment to Career Growth
We are committed to supporting each team member's professional development and career advancement. Salary adjustments reflect not only individual performance but also our investment in your continued growth within the organization.
Financial Responsibility and Sustainability
As a growing company with fewer than 40 employees, we maintain a careful balance between rewarding our team and ensuring long-term financial stability. Every salary decision is made with both individual merit and company sustainability in mind.
Eligibility Requirements
To be considered for salary adjustments or promotions, employees must have completed a minimum of one year of employment at LowCode. This timeframe allows for proper evaluation of performance, cultural fit, and role mastery before compensation changes are considered.
Types of Compensation Changes
Salary Adjustments
Salary adjustments are increases within your current role level that recognize excellent performance and growing expertise. For example, a Junior developer who demonstrates strong performance in their current responsibilities may receive a salary adjustment while remaining at the Junior level.
Leveling Up (Promotions)
Leveling up involves advancing to the next role level (e.g., Junior to Semi-Senior) and includes both increased responsibilities and a corresponding salary raise. This occurs when an employee consistently exceeds their current level's expectations and demonstrates readiness for the next tier's requirements and challenges.
Adjustment Criteria
Both salary adjustments and level promotions are performance-based and determined by:
- Individual performance and contributions within current role (for adjustments)
- Demonstrated readiness for next-level responsibilities (for promotions)
- Meeting specific criteria and competencies for role advancement
- Company financial performance for the year
- Market compensation standards
Variable Percentage Structure
The percentage of salary adjustments may vary year to year based on overall company performance. This approach ensures we can continue to invest in our team while maintaining the financial health necessary for long-term success and job security.
This policy reflects our commitment to fair compensation practices while maintaining the financial stability that allows us to continue growing together as a team.