How to ask for a pay rise at my full year performance review? Should I mention that my co-worker is underperforming which is affecting my workload?

Full year performance reviews are approaching and I don’t know how to go about asking for a pay rise. I have been employed at the current role for 1.5 years and every half a year I got excellent rating (above expectations). However I am still studying towards qualification and since there is no role available above mine I thought to ask for a pay rise. I briefly mentioned it last year and was vaguely told that the amount of variably bonus I received at the end of last year is the result of the excellent rating I received. However, I’m finding it hard to understand this. If rating is only affecting the bonus amount, then how on earth would you get a promotion? Surely this is an excuse?! Anyway, this year I am going to ask properly, explaining how I delivered above my role expectations. I wouldn’t have an issue in receiving rating above expectations this year, however I’m concerned that I will be brushed off again with my manager pointing that I will get bigger bonus than others who have average rating. In addition, they might mentioned that I haven’t finished my qualification yet and won’t receive a pay rise. Is it fair to ask for a pay rise in my case? If comparing other people on my level, I am delivering a lot more. One of them works in our team and underperforming. I’m sure manager knows about it but seems to be ok with it because I work twice as much and the two of us (me and manager) finish the work for the team on time and to high standard. Therefore on the surface it looks like we are a well functioning team. However, my concern is that I’m on the same level as my co worker (but I have about £6k higher salary than that person), yet I am doing most of the work. In addition, when my manager is off (because works only 3 days a week) I am working basically for 3 people.

I don’t know how to pitch that I deserve a pay rise.. I’m so frustrated! A year ago I didn’t mind doing everything (despite my manager saying “don’t do everything”), because I thought as co worker is new (started same time as me), I thought that as time goes on he will be able to get up to speed, but hardly anything changed.

We tried to help him, explaining things, and the only work he seems to be able to do is the one for which I wrote detailed procedures. So detailed that you can be dumb and you will not make a mistake. As soon as something come up which deviates from usual process he either asks me or my manager to help him.

At one point I was frustrated as I had lots of work and my manager was off, that I asked him to help with one urgent query, but he said “Can ask whether manager asked you to ask me to do it?”. Since then I stopped asking him to do anything and I don’t want even to coach him anymore. Because even if I do, he will either: forget, or finds excuses saying he is busy with something else.

Anyway, I’m sorry for rumbling so much. I guess my question is, should I mention about his performance and how that affect my workload? I want to keep developing and do more things but because I am already doing so much I don’t have time to do more (I already work over time during busier times).

Is it ok to speak to senior manager about it with agreement from the manager? How should I approach my performance review meeting so that it leads to positive outcome: pay rise? I don’t mind working like this if they value my work and it is reflected in the wage.

I know in my head that I deserve better, but I’m very soft person and people sometimes take advantage of me as I am not being able to say no. I know I have to value myself before people value me.

I forgot to say that I had a look, and my current salary reflects my current job description, which is essentially is “assisting manager with ledger close” , however I’m doing way more, doing most of work on my role (and my co workers role , say I am doing 80% of work and he does 20%), and covering for my manager when she is away (closing ledger, submitting MI and reports , investigating issues, improving processes, managing the team’s mailbox and answering queries from other teams). I am invited to all team’s meetings where none of the people are on my level! Everyone is above.

I also forgot to mention that if they say oh you need qualification first, then I would like them to split the work evenly as it is not fair on both me and my co-worker as he won’t learn anything if I keep doing everything. In addition, due the workload I find it hard to find time to study! The only time I am given time off is when everything is quiet, but I am never allowed to go on holiday during busy time.

TL;DR: is it fair to ask for a pay rise, considering I’m doing way more in the team, co-worker’s work due to his performance, and manager’s work when manager is off as manager works 3 days a week? But taking into account I’m not fully qualified accountant yet. Is it ok to mention to manager about co-worker’s underperformance?

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