Dear HR paternities,
Recently we recruited one technical professional at AGM carder, at the time of interview he shown interest in joining at DGM cadre, whereas my CEO convinced & committed him during probation (i.e., 1st Year) he will be in AGM cadre and at the time of Confirmation he will be elevated to DGM cadre. Now the candidate wants to include this clause in his appointment order, My CEO also accepted the same.
Now from HR Perspective my questions are:–
1) If I declare the above clause in appointment order, what is the need for declaring probation period? As if I am confirming his promotion on the day one.
2) What happen if his performance may not up to the expected level, still I need to promote him since the only reason we included the above clause in the appointment order.
3) Is there any company practicing such issues. What are the pros and cons?
Kindly revert your valuable suggestions.
Regards,
B.Parbu
From India, Tiruchchirappalli
6Recently we recruited one technical professional at AGM carder, at the time of interview he shown interest in joining at DGM cadre, whereas my CEO convinced & committed him during probation (i.e., 1st Year) he will be in AGM cadre and at the time of Confirmation he will be elevated to DGM cadre. Now the candidate wants to include this clause in his appointment order, My CEO also accepted the same.
Now from HR Perspective my questions are:–
1) If I declare the above clause in appointment order, what is the need for declaring probation period? As if I am confirming his promotion on the day one.
2) What happen if his performance may not up to the expected level, still I need to promote him since the only reason we included the above clause in the appointment order.
3) Is there any company practicing such issues. What are the pros and cons?
Kindly revert your valuable suggestions.
Regards,
B.Parbu
From India, Tiruchchirappalli
Dear Prabhu
You can add as the same has been accepted by your CEO. He will be promoted to DGM Cadre on completion of the Probation Period i.e., _____ (duration), subject to his satisfactory performance level.
From India, Kumbakonam
You can add as the same has been accepted by your CEO. He will be promoted to DGM Cadre on completion of the Probation Period i.e., _____ (duration), subject to his satisfactory performance level.
From India, Kumbakonam
Dear Prabu,
There is nothing wrong per se in including any special clause in the appointment letter. However, appointment letters are standard. Do not dilute this standardisation because of one person.
You may issue to this person a supplementary letter. In the supplementary letter you may state that "You will be elevated to the position of _____ after one year subject to the fulfilment of measures of performance". Assessment of these measures of performance as on ____ (date). Your measures of performance are as below:
a)
b)
and so on.
While designing measures of performance make sure that you include perfectly measurable results and do not include vague measures like "preparing policies", "bring systematic work culture" etc. It has to be SMART like "improve customer satisfaction level from ___ % to ____%"
Another important thing to include in the letter is about "Managerial Code of Conduct". What if this persons goes on rubbing everybody wrong way? He may meet measures of performance but may vitiate the organisation's culture.
P.S.: - There are lot of typing and grammatical errors in your post. I recommend you writing your post on MS Word and then copying and pasting here. You will be able to reduce the mistakes if you do this.
Thanks,
Dinesh V Divekar
From India, Bangalore
There is nothing wrong per se in including any special clause in the appointment letter. However, appointment letters are standard. Do not dilute this standardisation because of one person.
You may issue to this person a supplementary letter. In the supplementary letter you may state that "You will be elevated to the position of _____ after one year subject to the fulfilment of measures of performance". Assessment of these measures of performance as on ____ (date). Your measures of performance are as below:
a)
b)
and so on.
While designing measures of performance make sure that you include perfectly measurable results and do not include vague measures like "preparing policies", "bring systematic work culture" etc. It has to be SMART like "improve customer satisfaction level from ___ % to ____%"
Another important thing to include in the letter is about "Managerial Code of Conduct". What if this persons goes on rubbing everybody wrong way? He may meet measures of performance but may vitiate the organisation's culture.
P.S.: - There are lot of typing and grammatical errors in your post. I recommend you writing your post on MS Word and then copying and pasting here. You will be able to reduce the mistakes if you do this.
Thanks,
Dinesh V Divekar
From India, Bangalore
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Probationary appointment order.pdf
Drivers-annexur e to appointment order.docx