The postion that I was in line to be promoted to is being eliminated.

[pokerace]

I have been working for a non-profit company for a little over a year now doing mostly database management, reporting of statistics, and data entry. We recently hired a part-time data entry specialist because the paperwork was piling up too quickly and taking too much time away from my other responsibilities. The department I work in consists of the supervisor, myself, the part-time data entry employee, and a filing specialist.

My supervisor submitted his letter or resignation recently and I expected to take over his position. However, it now looks like the ‘supervisor’ position is not going to be filled any time soon in an attempt to “see how things go” without it. I will also be taking on many of my supervisor’s responsibilities in addition to my own, which generates more then the 8 hour work day for me. (I know this because I have been doing more and more of my supervisor’s job as he knew that he would eventually be changing careers, and was prepping me for the responsibilities of the position.)

I have been working hard and have been doing a very good job, taking initiative and getting things accomplished that my supervisor was not able to do. I expected the new title and increase in salary and now I feel kind of deflated and don’t feel the initiative I had any longer (and I only found out about this today.)

Right now I am trying to figure out who to talk to about this issue, but I also wanted an outside perspective. If I decide to leave the company there isn’t anyone who could replace me without training them for months. Things would literally hit the fan and I don’t want that to happen, but I also need to consider my financial situation and career aspirations.

 

[DPlank]

Time to ask for a salary review. The person you want is the supervisor's boss.

Point out the new responsibilities and increased workload and tell them that, while you enjoy the work you do, you do feel that you are doing two jobs while being paid for only one.

Explain that you accept that they want to 'see how things go' without a supervisor, but point out that this course of action effectively makes you the supervisor without recompense.

Cheers,
Dave

Probably the only Test Manager on Tek-Tips...therefore whatever it was that went wrong, I'm exercising my management powers and delegating the fault to you. Sort it out!

For all your testing needs: Forum1393

 

[fredericofonseca]

OT: Fault is always on the manager head (or lack of it after a few faults), regardless of whom/what he/she tries to place the blam on.

Regards

Frederico Fonseca
SysSoft Integrated Ltd

http://www.syssoft-int.com

 

[EBGreen]

I hate when my boss puts the blam on me. It hurts.

[red]"... isn't sanity really just a one trick pony anyway?! I mean, all you get is one trick, rational thinking, but when you are good and crazy, oooh, oooh, oooh, the sky is the limit!" - The Tick[/red]

 

[GUJUm0deL]

I'd have to agree with DPlank on the salary review. But be aware that the powers-that-be might play the "at this time we don't have the ability to increase your pay since we are a non-profit company but lets review this in 6 months..." card. Most non-profit companies don't have high budgets for salaries. You have to ask yourself why the supervisor position was phased out, it could be quite possible that the financing wasn't there. This could also be the reason why your supervisor left in the first place.

I'd say ask for a review and be firm, let them know that you are now doing two jobs and still being paid for one, also don't be shy (or scared) about hinting that other companies pay more for the same workload.

From my experience's and experiences of friends' employers will most often play hard-to-get when it comes to giving salaries, especially when its a small-to-mid size companies. But as an employee AND someone who has bills to pay its in your best interest to get more money.

My last employer, a midsize online marketing firm, hadn't given raises out to anyone on years. Their claim was that business was bad, however that was simply not true, we knew that they made millions each year but were just stingy when it came to raises, but not when it came to workload. We were "expected" to eat lunch at our desks and stay late to get projects done on time. Some people had enough and started looking elsewhere, myself included. As a result I know have a great job, great boss and a nice increase in salary. The point of that was (in case it was missed) was:
1. ask for a review
2. be firm and dont be afraid to drop hints about "other companies"
3. look elsewhere

All the best...

[sub]
____________________________________
Just Imagine.

http://www.imajinarts.com

[sub]

 

[paterson]

I would also agree with both DPlank and GUJUm0del. I think that I would add in the suggestion of finding out what others in similar jobs in your area are earning for salary. That way you will be armed with the knowledge of how much to potenially ask for and you can let your bosses know that. DON'T sell yourself short because you are a nice guy. While being a nice guys helps you feel good about yourself, it doesn't feed your family.

 

[grande]

While being a nice guys helps you feel good about yourself, it doesn't feed your family.

That's a harsh way of saying it, but it's so true.

-------------------------
Just call me Captain Awesome.

 

[pokerace]

Thanks for the advice everyone. I am a nice guy but there is a point when I have to cease being that, and this might be it.

As far a comparing my job to others in the area, it might be hard. My nonprofit company is probably the largest in this area and so, my position is kind of unique in that we have much more data to analize and keep track or and report on then others. I will try to look at some similar jobs though.

I did not mention that my office/department is being moved under a new area that really has nothing to do with our us. My new supervisor will be someone who can not give advice or input if I need it. The person for that is my current supervisor's supervisor. This was a decided in a recent meeting of department heads and I think they are trying to downplay the importance of my job with this move.

 

[svanels]

If I decide to leave the company there isn’t anyone who could replace me without training them for months.

I wouldn't be too sure about that. A lot of people did think they were indispensable.

If they can get you replaced, they will do it, so stop feeling guilty about them, stop being the nice guy.

Steven

 

[GUJUm0deL]

I think they are trying to downplay the importance of my job with this move

If push comes to shove (and I hope that is NOT the case cause you don't want to work there in that condition), show them how important you are. Take a few well placed sick days off and let them figure out how to get the work done. That might be a harsh move, but lets face it, employers rarely notice how valuable an employee.

But in all honesty, if you feel that this is going to make things worse, I say start looking. You don't want to work in aenviornment where the boss/supervisor has a grudge against you.

[sub]
____________________________________
Just Imagine.

http://www.imajinarts.com

[sub]

 

[kHz]

If I decide to leave the company there isn’t anyone who could replace me without training them for months.

First, don't be delusional. Every individual is replacable, regardless of their position.

Secondly, This is a business decision. Companies will always try to get every last microsecond of work out of people with as little compensation as possible. If you are dissatisfied it may be time to look elsewhere for another job.

 

[lionelhill]

This happens all too often.

There's a strong message for all you supervisors out there who are preparing your favourite underling to take over your position when you retire:

Don't even think of doing this! Never ever! It is sooo unprofessional.

No supervisor can be sure what will happen when he or she leaves. If you groom your underling for your position, you are promising him/her something that is not yours to give. Nine times out of ten some manager in the tree above you will make a jolly good attempt at downsizing your position when you leave. The reasons are obvious: (1) no organization has money to throw away, and (2) you probably earn more now than you did when you started in the post, so quite reasonably there's an expectation the next person can start low and build up too.

And why are you (supervisor) grooming them anyway? Is it genuinely altruistic, or are you really just using them to convince yourself that your position is really vital and the company would fall apart without you?

Supervisors and supervised beware, this is a slippery path that all too often leads to great disappointment.

DPK99, I hope you find some useful compromise in this; at least a bit of better working conditions/pay to balance up the added responsibilities. If you find yourself pushed to the limit, just remember that if you're not being paid anything extra, how come any one thinks they can expect anything extra from you?

 

[benlinkknilneb]

lionel,

I'm not sure I agree with that. In the IT profession, there are so many little things that you need to know. If our IT manager was hit by a bus, this place would be in chaos for a little while. While I report directly to him, he performs manager-tasks such as performance appraisals and stuff, he *has* to groom someone to take his place for the good of the company. If he doesn't, then there's *some* system out there that he knew better than anyone else that's going to suffer until I learn it. If the company doesn't take advantage of this, well... at least they can't blame him. Part of management is being ready for contingencies... and guess what? He was in the hospital for 2 weeks for major emergency surgery... and the place was able to run smoothly because we were ready for it. We knew what he knew because he'd taken the time to do that. Seeing that I was the one in charge, I am very thankful that he took the time to show me as much as he did... it made those 2 weeks go by so much faster.

Ben
The ships hung in the sky in much the same way that bricks don't. - Douglas Adams

 

[GUJUm0deL]

Usually when one submits a letter of resignation their told to document their daily tasks/duties so the next person will know what to do.

Now from there human nature comes in. If an employee really wants to spurn the boss (and/or company) then they will have:
1. half the info in the document
2. stalled from making the document
3. made intentional "mistakes" or overlook somethings

Typically when someone leaves a position (and don't know why this is focused on a supervisor leaving the same can be said about a regualr employee) the department knows they need to train the new guy for the position, as no one will know exactly what to do on their first day. Even if they are a programming guru or a dB genius. The new person will still need to understand the business model, understand how the company is structured before they can begin doing anything.

BTW, I think we're getting way off topic here, the point of this post was to see what options DPK99 has now that the position he was hoping to get is phased out. And, by popular answers its ask for a review and get a raise. I'd rather have a riase then a fancy title.

[sub]
____________________________________
Just Imagine.

http://www.imajinarts.com

[sub]

 

[pokerace]

Thanks for the replys everyone. Very good insights. I still need to talk to my supervisor's supervisor about this, but I think he has been avoiding me.

I have thought about the problem a little bit more and if I had to guess, I'd say that part of the issue is that I am much younger then everyone else above me on the organizational chart and I havn't not been with the organization for nearly as long.

 

[GUJUm0deL]

I have thought about the problem a little bit more and if I had to guess, I'd say that part of the issue is that I am much younger then everyone else above me on the organizational chart and I havn't not been with the organization for nearly as long.

That should have nothing to do with anything. How old you are, how long you've been with an organization has no bearing on your skills and ability to do work. If you are as qualified and dependable as you say you are, then you company should acknowledge this. If they don't, then I say it's time to look elsewhere.

[sub]
____________________________________
Just Imagine.

http://www.imajinarts.com

[sub]

 

[pokerace]

Thanks for the mature replies everyone. I am going to talk it over with some at mny organization soon.

Since one of my options is going to be to move on, I am going to start a thread asking for advice based on my skill set.

 

[lionelhill]

Benlinkknilneb,
sorry, I don't think I made myself very clear. Of course it's a very good idea that any supervisor makes sure he or she passes on his/her local knowledge to the rest of the team so that one of them is in a position to replace the supervisor one day. I just don't think the supervisor should explicitly choose an heir to the throne, unless the throne really is theirs to give.

 

[ChrisHunt]

However, it now looks like the ‘supervisor’ position is not going to be filled any time soon in an attempt to “see how things go” without it. I will also be taking on many of my supervisor’s responsibilities in addition to my own, which generates more then the 8 hour work day for me.

If they want to "see how things go", you need to make sure they get a proper look. If you're running around putting loads of extra (unpaid) hours in, they're going to see that things appear to go go pretty well without your soon-to-be-ex-boss being replaced. If you're prepared to keep going, doing two jobs, that's fine. If you're not prepared to do it long-term (and I don't think you should be) you need to make it absolutely clear to your boss's-boss that you're doing the extra on a temporary basis as part of the change-over.

Early on you should make cuts to the output of your team - if you've got reports that go out monthly, change them to two-monthly; if there's some established lead time between them making a request and getting a report, lengthen it. Don't ask permission for this, just announce matter-of-fact that since the staffing of the department has fallen by 30%, the service it provides will be equally reduced. If they complain, suggest they "see how things go."

If they genuinely want to down-size the importance of your department to the organisation, that's a legitimate business decision. If they think they can cut the staff without affecting the output, they're fooling themselves. Sooner or later you'll break under the strain of all the extra work, which obviously won't be good for you, nor will it be good for them.

-- Chris Hunt
Webmaster & Tragedian
Extra Connections Ltd

 

[svanels]

Nice strategy, but be aware that this behaviour can be interpreted as rebellion, and then they will make a strong case against you. Don't forget they are paying you to work. Sorry for the supervisor, but he/she was not able to prove his/her value for the organization, that is why the post is being eliminated.

Steven