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Hired for one position / performing another

By zmus ·
I recently landed a position as a Quality Assurance Engineer (2 months in). This is not new to me as I have been in the field for nearly 5 years. The hard place I'm in now, is that the tasks I am performing are of a Project Management nature, and there is talk of me heading up a newly created department within the organization. I am still in my probational period and don't want to ruffle any feathers if I don't have to. My question for the TechRepublic folk is: How and when would be the appropriate time and way to approach my management about this issue? I recently took another look at my job description, and there is not one item that I currently perform. In addition to a new job description as a CYA how do I approach additional compensation for my new found career path? Any suggestions are welcome.

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You got lumped in

by Oz_Media In reply to Hired for one position / ...

This is very common and happens on a regular basis, the ONLY way to resolve it is to nip it in the bud, probation or not.

They are going to use for for NAYTHING they feel you may be able to help with, in my case I would see this as a golden opportunity to broaden my horizons, but if you aren't interested in performing the changed role, you are better to say so and either be let go to persue a pat hof choice or an arrangement will be made that defines your duties.

As for more pay for doing diferent tasks, good luck, you're gonna need it!

When I worked for the CRTC as a quality assurance manager the first task had nothing to do with my job description (monitoring telecommunications company's for slander during deregulation), I was flown all over Canada to retrain managers who were not giving sales reps the right information.

I liked the diversity though and got to travel so I didn't mind too much. As for a change in salary, it wasn't even in the cards.

So I would say, if you don't want to do the other jobs say so now and save yourself the frustration of returning to a job search after working for a year.

If you don't mind the change of pace, enjoy it, learn from it and wait before asking for salary revision, they simply aren't going to respond to it from a new hire, job descrition or not, they will just say that's how much they pay to fill THAT position, if you don't want it, leave.

Believe it or not, I AM on your side, I just think you have bargaining power now, and if you wait 'til later, your description will be the same as it is now even if they pay you more. I doubt they will relieve you of the extra duties.

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That being said

by zmus In reply to You got lumped in

I don't want any duties taken from me, I am fine with the role that they want me to play. My problem is: the duties that I am performing are about a 25k difference in salary. And I'm wondering if I should wait until my probabtional period is over before I raise the red flag. I am of the opinion that its a little on the scandalous side to hire someone for one role, when you know damn well that they will be filling another.

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I would wait

by JamesRL In reply to That being said

Were I you.....
At the end of probation, its a good time to do a quick review - if they don't suggest it, ask them for one. That would be the time to suggest going over the job description - you won't get a new one on the spot, but perhaps you can get an agreement to adjust yours. Once they have acknowledged you are doing more, you can look to the next formal review(6 month/1 year) and be ready to ask for more.

James

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Spot on

by golden_hands In reply to I would wait

It is better to ask for the extra pay at some strategic point rather than just now.

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Document Everything

by CreativeOne In reply to Spot on

This kind of thing happens to me all the time. I am real
enthusiastic about what I am doing, so I end up doing way more
or none of my old job description. Make sure you keep copies
of your old job description in a file, and then keep some form of
written documentation of the additional projects and tasks you
have taken on. When projects are complete, make sure you do a
roll up that requires a response for feedback. This way you can
just print out what they have sent you back. (Something I have
JUST learned) So why create the extra documentation? Because
you have done the extra work already, and when it comes time
for your first review, they will conveniently forget how critical all
those projects you made look so easy were to the organization.
Do not wait until your review is coming up because you will
forget details. I just did a review in the last few weeks, and it
was a lot easier this time. In addition, the other strategy is
finally paying off for the promotion. I have a meeting scheduled
in October now with the VP and two directors? about a new
position and pay. These were some of the people I rolled my
ideas up to, and made sure I did project roll-up?s to. In fact,
looking in my file, one of them even wrote back, ?This is a very
eloquently put?. (Writing out what you really want to say, and
then coming back and revising it helps a lot!) Good Luck.

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Yes Document!!!

by TelcoIT In reply to Document Everything

I totally agree with CreativeOne. It's amazing how much real information doesn't get documented. A couple of things to keep in mind, first is that the director (or even the company itself) who hired you may not understand the difference between QA and Project (requirements?) management. If this is the case, you might be in a situation where you could teach management a thing or two. If you hear that they want you to head up a department, wait for you probation review then bring out a list of your original job description, and present them with a new list of your "added" tasks and their accomplishments. And present your case for additional salary then.

Second, the other thing to keep in mind is that many times directos will have to play games with HR for headcount. The situation could be that they couldn't hire another PM but there was room somewhere in the division to add QA headcount and with some slight-of-hand paperwork, hire on a QA, do some kind of transfer and, there you are, a new project manager. If that's the case, then you'd better get pretty savy with the office politics. In this case, I'd document everything I did for CYA.

Third, last thing that can put you in this situation is that between the time you were interviewed and hired, the department you're in itself may have changed. Applications may have been dropped or new ones brought in, or the whole IT organization itself may have been reorganized. In this case it's common for people who were hired during this transition to end up working in a different role than originally planned for. Or, it's also a good time for directors to expand headcount while they can during a transition.

So, since I don't know all the details, I gave 3 different scenarios. Let's hope you're in the first scenario, that way you can pretty much write your own ticket. If you're in the third scenario, that's not to bad, you may be able to pursuade your manager for more money (as budgets sometimes become more flexible with reorgs). If you're in the second scenario, then I'd be a little careful, and use the time to build up confidences with managers and other long-time employees. For each one, you need to document and will need to be used to CYA or agure for more pay.

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Believe it Brother!

by leyton In reply to Yes Document!!!

I'm in the same boat. I have been working in my current position for 20 months. 8 acting, and a year on probation. I received no acting pay after 30 days of service in accordance with HR policy, and I didn't complain because I wanted the job on my resume. At 11 months into my 12 month probation, I was told that my probation was being extended to allow a different supervisor to evaluate me. This is totally unacceptable to me. I have done a good job of documenting everything that I have been asked to do and that I have accomplished, and I called my Directors on it. I gave them an ultimatum that I be removed from probation on time, and recognized for my contribution, or I would go to HR. Naturally, this has opened a hornets nest, but you must protect yourself from abusive treatment. Nobody else will. Without the documentation that I have been keeping, including backups of e-mails, I'd probably be out the door with a bad evaluation because I chose to buck the system rather than be a whipping boy.

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Tough Call

by Brian Hertziger In reply to That being said

If you bring it up two things could happen:

1. They could just simply say ...so long and thanks for all the fish.

2. Make the appropriate adjustments.

However, even with both of these items at work, there still may be labor laws that apply in your state that say what they're doing is illegal (unfair labor practices). It might be worth checking it out before you make your concerns known.

The other thing that may also be on your side is breach of contract. Several companies have been sued (and plantiff pervailed) when they hired you to perform one job duty only to end up doing something else. The job description is like a contract, coupled with the information given in the interview.

I'm not a lawyer, and I don't play one on TV, but you may want the information should your concerns be met with unsuspecting results.

It is also possible that after your probationary period, they could also adjust your salary at that time (smaller risk and all that).

Get the information you need to protect yourself, but I think I personally would hold off until post probationary period.

B.

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Are your performing your original duties?

by the docman In reply to Tough Call

Regardless of what happens, you could be on thin ice unless, in addition to your newfound duties, you are faithfully performing the tasks described in your original job description.

While you are on probation, you could be terminated for failing to perform your described duties, even if you have been asked to do something else.

1) Document all requests to perform duties outside your original job description.

2) Any time you cannot perform your original duties, get documentation from your direct supervisor absolving you of your responsibility to complete those tasks while performing "new" tasks. Ask nicely, (words like "clarification" or "concern" work well) or you could send up red flags leading to your quick demise.

3) Wait until your probationary period is over before confronting anybody. As a probationary employee, they don't need a reason to terminate you, and terminating you is probably easier than facing the issues.

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Wait it out

by unixdude In reply to That being said

Since you say you don't really want any duties taken away, you must not mind what you are doing. Since most probationary periods are 90 days, it won't be long until that is up and you should have a review. If you are already being considered for a position heading a department they must be very satisfied with your work; therefore I would wait until after probation and see if they don't offer you what you are looking for. If they are happy with your work, then they should have no problem seriously considering paying you for all you do.

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