Right.  Timeline and comtex is missing as well.  Also, in general terms, I think it is a bad idea to go to management or a company owner amd battle for a out-of-band raise.  This is particularly true if one lacks context or visibility into the other layers that make-up the organization.  It can make someone look clueless, selfish and not a team player.  Nobody wants needy problem employees.<p>To me context is very important.  Most of the frustrating moments I&#x27;ve had with employees has been with sales people.  They come at things from a very different perspective when compared to engimeers.  Most business owners I know have the same &quot;chills-down-my-back&quot; reaction when asked about sales staff.<p>Anyhow, I had a sales guy demand commission for closing sales at the office.  The problem is I was spending tens of thousands of dollars per month in marketing and hundreds of thousands per trade show to make that phone ring.  The job of a sales person is to go turn over stones and find business.  What he was doing was taking orders.  You don&#x27;t pay someone a salary and commission (in a small company) to sit idle while fish jump into the boat.  You pay them to fish.  Anyhow, that guy was gone too.<p>The best sales person I had was this 20-something girl who did not know the first thing about selling.  I hired her to help at a tradeshow.  I noticed she was great with customers and bery comfortable with technical material.  I hired her as a sales person and trained her over several weeks.  She easily made twice the salary of the best sales person I had up to that point.  Changed her life and gained an absolute gem of a team member.<p>Perhaps the real point here is that that&#x27;s what you want to become:  so good that you cannot be ignored.  Business owners or management love to throw money lavishly at things and people who produce results.  Not one time &quot;got lucky&quot; results but consistent dedication to the cause.