The future is bright! - Senior Analytics Engineer Health Catalyst Employee Review

Thank you for sharing this feedback. Regarding your thoughts about restrictive pay bands, this has been a concern of mine since first hearing this feedback a couple months ago. I believe there are some things we can do to improve here, and we as a Leadership Team have discussed and are actively evaluating making a few changes. One element we've begun to emphasize with the ELT, and asked them to reinforce with all managers, is to nominate team members to be promoted to a higher job level as soon as they are qualified for this promotion -- without any delay. We have a standing weekly agenda topic in LT meetings to review these promotion proposals, and have approved 100% of the requests to-date. We are also modeling a change to our pay increase policy (and we'll discuss this in tomorrow's ATM meeting) whereby for team members who find themselves above the 75th percentile for their current pay band, we change the policy of a 0% pay increase until the market catches up, and instead have a policy of offering up the "market adjustment" percentage as the market increases. That would mean that the market would never catch up to the team member's pay, within that current salary band, but they could "catch up" by qualifying for a promotion. We can't yet commit to making this change, as it is significant and we need to make sure we can also stay within our financial sustainability goals, but finance is modeling this into the next iteration of the 2019 operating plan, along with a couple other team-member-positive items (like geographic pay differentials). I strongly hope that we can make this change, and we'll keep you posted on progress. Thank you for contributing to the company's success for the past year-plus! Best, Dan