First of all let me express gratitude to Mr Badlu Sir for his highly expertise and advise on the subject I have posted before has been replied to the best of my satisfaction.
In light of my previous DRY PROMOTION I received good explanation and subsequently I thought of introducing Temporary Promotion to be fair with employees and with my organization during this hard economic recession.
This is with view that I want to reward employee as well as protect employee migration by awarding temporary promotion I can retain these employees instead of DRY PROMOTION and Bonus.
Please advise your expert opinion what shall I do to implement such scheme because this is new phenominon.
Mutlaq
From Saudi Arabia
1In light of my previous DRY PROMOTION I received good explanation and subsequently I thought of introducing Temporary Promotion to be fair with employees and with my organization during this hard economic recession.
This is with view that I want to reward employee as well as protect employee migration by awarding temporary promotion I can retain these employees instead of DRY PROMOTION and Bonus.
Please advise your expert opinion what shall I do to implement such scheme because this is new phenominon.
Mutlaq
From Saudi Arabia
Hi Mutlaq,
Thanks for your compliments,
I share credit to you also because you post good practical and technical questions which are challenging to people like us who love to debate on good HR issues.
A promotion is a career opportunity for an employee that involves greater responsibilities, and may also involve an increase in salary, and a change in title. Promotions are intended to be non-interim. Promotions may occur only within the employee's unit; an employee may not be promoted to a position outside his or her unit.
A promotion may occur in a unit that has a vacancy or is undergoing reorganization. A supervisor may wish to promote an employee into a vacant position in the unit if the employee has demonstrated exceptional competency and skill for that position. In other circumstances, a supervisor may wish to assign additional, higher-level responsibilities to an employee as a result of an internal reorganization or change in workflow in the unit. In either case, the employee may be considered for the promotion on the basis of his or her past record, length of service, performance in the present position, and qualification to perform the duties of the higher position.
a. Temporary promotions may not be authorized where country law and prevailing practice prohibit any reduction of an employee’s salary at the end of a temporary promotion. Where an employee’s salary may be reduced, temporary promotions may be authorized to compensate an employee for performing higher graded responsibilities that are assigned for more than ninety days, but less than one year.
b. Temporary promotions may be terminated when the need no longer exists or upon the expiration of the temporary promotion, whichever comes first. Upon termination of the temporary promotion, the employee reverts to his/her previous grade and step.
c. Time served on a temporary promotion is creditable toward the waiting period for within-grade increases (WGI) at an employee’s regular grade. If an employee completes the WGI waiting period while on a temporary promotion, the employee is returned to the higher step rate of the regular grade upon termination of the temporary promotion. In other words, the effective date remains the same.
I hope above guidelines will help you in defining the Temporary Promotion Policy. Its your concept and how you are going to convince to your management to introduce within your company HR and Compensation policy is your home work. Although I like this idea appreciate the move because in this recession time many such tailored made solutions will enable companies to retain talented employees and balance their compensation strategies in future when economic situation improves it can be further regularized in due course of time.
Badlu
From Saudi Arabia
Thanks for your compliments,
I share credit to you also because you post good practical and technical questions which are challenging to people like us who love to debate on good HR issues.
A promotion is a career opportunity for an employee that involves greater responsibilities, and may also involve an increase in salary, and a change in title. Promotions are intended to be non-interim. Promotions may occur only within the employee's unit; an employee may not be promoted to a position outside his or her unit.
A promotion may occur in a unit that has a vacancy or is undergoing reorganization. A supervisor may wish to promote an employee into a vacant position in the unit if the employee has demonstrated exceptional competency and skill for that position. In other circumstances, a supervisor may wish to assign additional, higher-level responsibilities to an employee as a result of an internal reorganization or change in workflow in the unit. In either case, the employee may be considered for the promotion on the basis of his or her past record, length of service, performance in the present position, and qualification to perform the duties of the higher position.
a. Temporary promotions may not be authorized where country law and prevailing practice prohibit any reduction of an employee’s salary at the end of a temporary promotion. Where an employee’s salary may be reduced, temporary promotions may be authorized to compensate an employee for performing higher graded responsibilities that are assigned for more than ninety days, but less than one year.
b. Temporary promotions may be terminated when the need no longer exists or upon the expiration of the temporary promotion, whichever comes first. Upon termination of the temporary promotion, the employee reverts to his/her previous grade and step.
c. Time served on a temporary promotion is creditable toward the waiting period for within-grade increases (WGI) at an employee’s regular grade. If an employee completes the WGI waiting period while on a temporary promotion, the employee is returned to the higher step rate of the regular grade upon termination of the temporary promotion. In other words, the effective date remains the same.
I hope above guidelines will help you in defining the Temporary Promotion Policy. Its your concept and how you are going to convince to your management to introduce within your company HR and Compensation policy is your home work. Although I like this idea appreciate the move because in this recession time many such tailored made solutions will enable companies to retain talented employees and balance their compensation strategies in future when economic situation improves it can be further regularized in due course of time.
Badlu
From Saudi Arabia
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