Understanding Demotion Policies: How to Handle Low Performance and Salary Adjustments?

Hi dear friends,

Do you know about the demotion policy? It applies to an employee with low performance, where their level and salary should decrease. Please help me regarding this issue and if you have a template.

Regards,
Forough

Hi,

The 'De-promotion policy' in other words means demotion or reversion to a lower post. The Standing orders applicable to the company or the Service Rules provide for demotion or reversion to a lower post by way of punishment. If an employee is found to be inefficient or not performing his work satisfactorily or found to have committed a serious misconduct, he is liable to be demoted to a lower post by way of punishment. The punishment of 'demotion' is preceded by an inquiry where the employee is given an opportunity to put up his defense.

Cyril

Hi,

I am working with a National Level NGO. I have seen demotions take place based on performance. It is usually implemented during the confirmation period. For example, someone may be hired as a Senior Executive, but if it becomes clear during the probation period that the individual is not capable enough to fulfill the responsibilities of that role, the probation period may be extended initially to reassess performance. If the performance is still not up to the mark, then, based on the job descriptions and a simultaneous evaluation, demotion may occur. While it is a rare occurrence, demotions do happen.

Regards,
Hena

Hi,

The promotion, as you say, is not widely used. However, as discussed above, it is based on performance and serious misconduct, which is very rare. It is a way of demoting someone from a senior position to a junior position.

Regards,
Fay