How Should I Respond to a Staff Member Rejecting an Internal Transfer Due to Experience Concerns?

Hi Senior Colleagues, I just sent an email to a staff member notifying them of an internal transfer, but this was the response I received. See the reply below:

Response to Internal Transfer Notification

Dear Peter,

I am writing to bring to your notice that, based on my years of experience in my profession, positions, and responsibilities, I am no longer an officer as you have described. I have worked for about 23 years in practical accounting/finance functions and audit, and have held several management positions before I joined the organization in June 2014 as the Assistant Head of Accounts based on my job functions. Later, from 2016, I worked as the Head of Finance until March 2018. Also, when the CFO joined us, I worked in an assistant capacity to date.

Based on the foregoing, I refuse to accept the position assigned to me. Peter, by his training, should have known that someone who has worked for so long with such experience and positions is not supposed to be an officer in a similar setting.

I have earlier spoken to Peter concerning this issue, addressing old staff he met on the ground as officers, including me. What I do not know is whether he is biased or deliberately wanting to hinder people's careers, including mine.

I appeal that my position be reviewed to reflect my experience and position.

Thank you for your understanding.

Reviewing the Job Title and Position Appropriately

⚙️ It's crucial to address the concerns raised by the employee regarding their job title and level based on their extensive experience and past positions. Here's a practical approach to handling this situation:

1. Assess the Employee's Experience: Begin by objectively reviewing the employee's qualifications, years of experience, and previous roles held within the organization. Consider their contributions and achievements during their tenure.

2. Review Job Descriptions: Compare the employee's responsibilities, skill set, and seniority level with the typical duties and requirements associated with the "Compensation and Payroll Officer" role. Ensure alignment between the job title and the individual's expertise.

3. Consult Relevant Policies: Refer to the company's organizational structure, HR policies, and job grading system to determine if the current job title accurately reflects the employee's seniority and experience level.

4. Hold a Discussion: Schedule a meeting with the employee to discuss their concerns openly and transparently. Acknowledge their perspective and clarify the rationale behind the assigned job title. Seek mutual understanding and explore potential solutions.

5. Propose Position Review: Based on the evaluation and discussion, consider proposing a formal review of the employee's job title and position within the organization. Emphasize the importance of recognizing and valuing their extensive experience and contributions.

6. Communicate Changes: If adjustments to the job title or position are deemed necessary, communicate the decision effectively to the employee. Highlight how the revised title reflects their expertise and aligns with their professional background.

7. Monitor Progress: Following any modifications, monitor the employee's performance, satisfaction, and integration into the revised role. Provide support and feedback to ensure a smooth transition and continued engagement.

By addressing the employee's concerns thoughtfully and proactively, you can demonstrate organizational responsiveness and promote employee morale and retention. Open communication and fairness in job title assignments are key to fostering a positive work environment.