A “trial” internal promotion for staff?

Promoting from within rewards performance and sends the right message.  To get there, you have posted the job and an internal candidate is interested.? How can you help ensure the employee’s success?? What if the employee cannot do the job?? What follows is a solution I developed and dependent on the situation, have used.? ? ?


Step 1 – Consider whether the Company’s culture would support a “trial period.”?

Step 2 – Determine a monthly premium payable during the trial period.? The amount should consider current salary and the probable promotion amount.

Step 3 – Approach the employee and inquire whether he/she would be interested in a trial with a defined end date (e.g., 60 days).? If agreeable, establish written expectations, including regularly scheduled status discussions.? To further gauge interest, determine training expectations (such as acquiring technical skills or supervisory training at company expense).? If employee is NE, be sure to observe payroll requirements.? Throughout the process, ensure the employee knows exactly where they stand if the established end-date were reached.?? ??

Step 4 – During the trial period he/she would be paid a monthly premium of X.? Establish that at any point, either he/she or the company in its sole discretion may end the assignment at any time and employee would give up additional duties and the extra pay.? In that event the employee would return to their prior role, the pay bump would end, and you would thank them for their contributions.

Step 5 – Success!? End of defined period has been reached.? Expected competencies have been demonstrated, training goals were met, and the employee is pointed in the right direction.? Now formally promote and award the new salary.? Used correctly this process rewards performance and improves morale – and not just for the employee ultimately going into a new assignment.??