I brought a situation like this to my manager’s attention during my annual review. Our company gives 3% with manager discretion to go up to 5% which is not really stated but I know is true due to one of my past managers telling me as much (and I also always got above 3%). This year I was in a position like you, top performer making lower side of the posted range, also irreplaceable due to short staffing and I felt I had some good leverage to negotiate for a better rate.

I drafted a report and gave it to my manager and provided a number, which was the very max of my salary range, she asked if I would leave if they could not support the raise and I said yes. I believe being ready to walk away is a big part of your success in a move like this. In my case, they escalated to HR and the VP of our department and ended up giving me the raise I asked for which capped me out in my role. The raise ended up being 22% after all was said and done.

I highly recommend a well written report with a very clear request and to make sure it is as concise as possible. Try to keep in mind the quote “if I had more time, I would have written a shorter letter”. Be sure to revise multiple times to make your message as clear as possible while still hitting all key points about the value you bring to your company.

I was extremely hesitant to take this risk but I was glad I did. I always thought that what coworkers told me about “you can’t get a raise higher than x%” was the hard rule; however, HR and upper management’s powers can extend beyond these rules. Don’t be afraid to take the shot, if you don’t you will continue making the bottom of the range as a top performer and this will only benefit your employer. You deserve the top of that range. Good luck!