Increase along with New Position

tonia

Hello forum! We are thinking about changing our policy to state that if a new employee receives a promotion to another position, they will have to work the new position for 90 days before the increase in salary starts. Our reason would be, what if they don't succeed at the new job requirements or leave after 30 days. Then we would be paying out a new increase for nothing. Is this fair? We just want them to prove to us they can do the new job. Would this be fair if no increase happens until after training? With that though, some people learn faster than others, so how is that fair? And, if they do succeed in the new position, then should they be compensated for the past 90 days of working the new job?

A lot of questions and scenario's, I know.. Thanks for your response!!!

joannie

[quote=tonia;717438]Hello forum! We are thinking about changing our policy to state that if a new employee receives a promotion to another position, they will have to work the new position for 90 days before the increase in salary starts. Our reason would be, what if they don't succeed at the new job requirements or leave after 30 days. Then we would be paying out a new increase for nothing. Is this fair? We just want them to prove to us they can do the new job. Would this be fair if no increase happens until after training? With that though, some people learn faster than others, so how is that fair? And, if they do succeed in the new position, then should they be compensated for the past 90 days of working the new job?

A lot of questions and scenario's, I know.. Thanks for your response!!![/quote]

We do both, depending on the situation. If it is an hourly employee moving to another position, either exempt or non-exempt, we give a small increase and tell them they will have a 90 day review and possibly an additional salary adjustment at that time based on their performance. For salaried, exempt personnel moving up, we do not give an increase until their 90 day review in the new position. In either case, the salary adjustment is not retroactive.

NaeNae55

We would not expect someone to take on additional duties and/or responsibilities without an increase in pay. However, like Joannie, in some situations we only give a partial increase until they have mastered the learning curve (90 days).

I can only remember one time when someone did not make the grade. The decision to move the person up was done out of desperation (they really knew better than to promote this person), and quickly regretted by all parties. The person ended up leaving the organization.

Dutch2

We too “sorta” do both. If the ee is already making in excess of the minimum wage for the new position, we will most often not give them an increase at the time of the move. We do review their performance at the end of the first 90 days and would give an increase at that time. If the ee is not making the minimum for the position, we will raise them to the minimum at that time and then also complete the 90 day review with a possible additional increase at that time.

cnghr

We do both here, depending on the circumstances. In some cases, the employee cannot be promoted to the next level of a position until they have met the criteria showing that they can perform the requirements of that level, so they do not receive an increase until they have proven that they can do the job. In some cases, we have given the employee the new job along with a small increase, but informed them that everything is contingent upon their ability to successfully perform the new job for 90 days, at which time they will receive the normal increase for the promotion. In the majority of cases, there is an increase at the time the employee is given the promotion, because we would not expect them to take on a new position of greater responsibility and/or many additional job duties without paying them more to do it.