First of all, let me express gratitude to Mr. Badlu for his highly expertise and advice on the subject I have posted before. It has been replied to the best of my satisfaction.
In light of my previous DRY PROMOTION, I received a 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 the view that I want to reward employees as well as protect employee migration by awarding temporary promotions. I can retain these employees instead of DRY PROMOTION and Bonus.
Please advise your expert opinion on what I should do to implement such a scheme because this is a new phenomenon.
Mutlaq
From Saudi Arabia
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1In light of my previous DRY PROMOTION, I received a 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 the view that I want to reward employees as well as protect employee migration by awarding temporary promotions. I can retain these employees instead of DRY PROMOTION and Bonus.
Please advise your expert opinion on what I should do to implement such a scheme because this is a new phenomenon.
Mutlaq
From Saudi Arabia
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Hi Mutlaq,
Thanks for your compliments. I share credit with you because you post good practical and technical questions that are challenging for 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 include an increase in salary and a change in title. Promotions are intended to be non-interim and may occur only within the employee's unit; an employee may not be promoted to a position outside their 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 based on their past record, length of service, performance in the present position, and qualifications 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 their 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 the above guidelines will help you define the Temporary Promotion Policy. It's your concept and how you are going to convince your management to introduce it within your company's HR and Compensation policy is your homework. Although I like this idea and 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 the future, when the economic situation improves, it can be further regularized in due course of time.
Best regards,
Badlu
From Saudi Arabia
Acknowledge(0)Amend(0)
Thanks for your compliments. I share credit with you because you post good practical and technical questions that are challenging for 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 include an increase in salary and a change in title. Promotions are intended to be non-interim and may occur only within the employee's unit; an employee may not be promoted to a position outside their 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 based on their past record, length of service, performance in the present position, and qualifications 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 their 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 the above guidelines will help you define the Temporary Promotion Policy. It's your concept and how you are going to convince your management to introduce it within your company's HR and Compensation policy is your homework. Although I like this idea and 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 the future, when the economic situation improves, it can be further regularized in due course of time.
Best regards,
Badlu
From Saudi Arabia
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