When to Ask for a Raise: A Guide for Network Support Administrators Who Are Also Handling Immigration Programs

Question:

As a Network Support Administrator, should I ask for a raise if I am assigned additional HR tasks?

I have been working as a Network Support Administrator for a small company since July 2022, after completing a one-year course in systems administration and cybersecurity. I am responsible for a wide range of IT tasks, such as user account management, hardware/software troubleshooting, server management, network support, print management, and technical support for users in the office, remote, and production plant.

Recently, my general manager asked me to handle the immigration program for our foreign staff members who need help gaining permanent residency in the province where I am located. This requires me to complete training courses, contact organizations, and assist our foreign staff with various documents, such as English verification and banking. This is outside of my role that I was hired for, and we do not have an HR office. I am happy to help, but I feel that this is a lot of extra work and responsibility. I currently make 46k per year.

Should I ask for a raise, considering that I am taking on a HR role in addition to my IT duties?

Answer:

If you are a Network Support Administrator who has been asked to take on additional HR tasks, such as handling the immigration program for your foreign staff members, you may wonder if you should ask for a raise. The answer depends on several factors, such as your current salary, your workload, your performance, and your employer’s policies.

According to the U.S. Bureau of Labor Statistics, the median annual wage for network and computer systems administrators was $84,810 in May 2020. However, this may vary depending on your location, experience, education, and certifications. You can use online tools, such as [PayScale](https://www.payscale.com/research/US/Job=Network_Support_Administrator/Salary), to compare your salary with the market rate for your position and location.

Another factor to consider is your workload. If you are taking on additional HR tasks that are outside of your role and expertise, you may be spending more time and energy than before. This could affect your productivity, quality, and satisfaction in your IT duties. You may also face more stress, pressure, and liability in dealing with sensitive and complex issues, such as immigration and banking. You should assess how much extra work and responsibility you are taking on, and how it impacts your overall performance and well-being.

A third factor to consider is your performance. If you are doing well in your IT duties and delivering value to your employer, you may have a stronger case for asking for a raise. You should document your achievements, feedback, and impact, and highlight them when you make your request. You should also demonstrate your willingness and ability to take on the HR tasks, and show how they benefit your employer and your foreign staff members.

A fourth factor to consider is your employer’s policies. Some employers may have a formal process and criteria for granting raises, such as annual reviews, performance appraisals, or salary bands. You should familiarize yourself with these policies and follow them accordingly. You should also research your employer’s financial situation and budget, and be realistic about what they can afford and offer. You may want to wait for a more opportune time, such as when your employer is doing well or has a pressing need for your HR skills.

In conclusion, asking for a raise as a Network Support Administrator who is assigned additional HR tasks is not a simple yes or no question. You should consider several factors, such as your current salary, your workload, your performance, and your employer’s policies, and weigh the pros and cons of making your request. You should also prepare a clear and convincing case for why you deserve a raise, and be ready to negotiate and compromise if necessary. Ultimately, you should aim for a fair and reasonable compensation that reflects your value and contribution to your employer.

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