I've been at my current position for about ~1.5 years almost without one (I think they are starting to do them soon?). Last time I asked they had said they are implementing a formal process for them.
People seem to forget corporate policies are not law. "I would love to review your salary, but we are in a freeze right now" means nothing. You don't have to accept that formal process excuse.
When people get raises and/or bonuses it's usually not announced publicly.
If your a jr software engineer you should be having regularly scheduled performance reviews. Everyone should be having at least yearly performance review and salary increase (unless you don't deserve a raise, I guess). You shouldn't be going a year and a half without a raise.
Push for a review, insist you need formal feedback on your performance as a jr. During the review bring up salary increase.
The job I worked when I was jr had a 3 month review and a 6 month review, and maybe a 12 month review. These reviews on came with small raises depending on performance. Plus everyone has a yearly review at the same time of year.
(But sometimes someone's performance is strong enough to warrant not waiting for the yearly review/salary increase)
I see - a few times in the past bonuses have been announced if "x occurs".
Yeah I'll bring it up - I'm not sure how "important" it is compared to other day-to-day meetings and such with managers, but hopefully they can find time for it.
Thanks for all the input thus far I appreciate it.
It's important. If your managers hair is too on fire to structure and schedule performance reviews then it's a bad company environment. You should not accept it as ok.
I've just been looking forward to it.