Role Change Without Immediate Pay Raise: Should We Issue a Probation Letter?

I am working with an ITES company, and we have recently moved some of our employees to a different role, which is higher in the growth path. The salary remains the same. We will be evaluating their performance for 3 months and then will give them a promotion. Do we need to give these employees any probation letter for these 3 months? If yes, can anyone share the sample letter.

If someone is already confirmed/permanent with you, then you cannot put them on probation.

Considering Opportunities for Career Growth

It is beneficial to consider potential candidates for opportunities to take up different roles in an organization for their career growth. Normally, identified staff or workmen would be on 'trial' for a specific period.

Management should issue a letter assigning a higher role with clear terms and conditions. If found suitable upon completion of the trial period, which can range from three to six months, the individual would be confirmed in the higher role with additional responsibilities and a salary revision (salary fitment) as applicable. Management should also specify in the offer letter that if the individual is not found suitable for the higher role, they reserve the right to revert the individual back to their earlier role, job function, or designation after the trial period.