How to calculate the salary of a web developer and a system administrator?

Question

Programming

We started negotiating an increase in wages (we are in Siberia).
The situation is as follows - I deal with all the technology (45 jobs in 6 offices) and I'm busy with current sites and developing new ones (that is, there is always work on the web).
Actually, the director's proposal is a rough one - to conditionally separate system administration and programming in proportions of 35% and 65%. the maximum salary is about 70.
At the same time, these 35% are a base that is approximately 25 thousand fixed, and includes support for equipment and users.
The remaining time is planned according to the time spent from the expense of 500 rubles per hour.
But here are the subtleties - the work needs to be discussed in advance and said right away which stages will take how long. At the same time, if I didn’t have time, this is my problem) Again, it won’t work too hard with a margin. Again, sites need to be supported, issues should be resolved on them, as you calculate in advance.
In general, does anyone have any ideas on how to calculate salaries in a way that is clear to both?
On his part, I want me to have the motivation to do more and faster, on my part, respectively, more money.
Can someone share their experience as usual?
An important point is that in the whole company, only I am an IT specialist, the director understands technology at the user level.

Answer 1

What a smart director.
You do not need to settle for tedious partial payment schemes, because. they will be observed only on paper, because if the printer breaks down, you will still go to repair it, even if the time for "administration" has already been spent.
Just ask for a raise that you think is adequate and move on. In any case, it will be cheaper for him to support you than separately for a system administrator and a programmer.

Answer 2

You just have a smart-ass director.
He closes two positions in the staff list with you. Since he goes to talk about raising salaries, he understands that you are doing your job.
Well written about the deadline. The rest is from the evil one.

Answer 3

I think you are complicating the scoring system by trying to distribute administration and programming in percentage terms.
Agree on a fixed amount for sysadmin per month. As for programming, just write down everything you do in a month and how long it takes. At the end of the month, sit down with the director, look at this list, and agree on an amount for the amount of programming work done.
In this case, it makes no sense to cling strongly to the time spent. It will act as a guide. For the director, the main thing is the result, and he will be able to see it (the list of completed tasks). Your motivation will also be in order, as more tasks and time spent will provide you with more impressive earnings.

Answer 4

If you always have a job (when you don't admin - you program), then why do all these troubles? Your time as a specialist cannot be worth different amounts of money depending on the task. Fixed payment for a month of work, total business. You can agree on processing separately already.

Answer 5

First, reconsider your view of the administration. The admin works well when he drinks beer and gambles in diablo, and does not wear lather all day. So it's at least 50/50. And your director must understand that the long-term reliable operation of existing functionality is more important than features with unstable quality (the joy of a new feature does not last long, but the disappointment of a mistake is much longer, there are also studies on this topic). Well, so that the boss is also pleased, you can introduce a fine for downtime or inaccessibility of the main or secondary functions.
User support also needs to be shared. Because a network card error and brain poisoning with hydrogen peroxide in the form of "I don't understand anything and don't want to understand" are two different things. Therefore, errors are included in the administration, and "user appeals" and "user appeals with training" are paid in fact fixed + every half an hour additionally, because instead of consulting stupid chickens, you could write whistles. At the same time, the director will know who, instead of working, cannot get into classmates or does not want to do his job, shifting it to you.
Well, about programming, I agree with the idea of ​​deadlines. Agree on the scope of work at the rate of 1/2 working day for programming and the cost of revision. In which month he did it, in that month he received the cost of revision for missing the deadlines - a fine. Accordingly, there is no bonus for meeting the deadline as such, but the more time you spend, the more additions you program, the more you get in the end.
This is how the scheme "both ours and yours" looks like in my view.

Answer 6

And why is your time worth differently when you are programming and administering?
Count how much you want per hour, multiply by 160 and you get your salary.