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Hired for one position / performing another

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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.

Topic

You got lumped in

In reply to Hired for one position / performing another

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.

That being said

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.

I would wait

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

Spot on

In reply to I would wait

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

Document Everything

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.

Yes Document!!!

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.

Believe it Brother!

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.

Tough Call

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.

Are your performing your original duties?

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.

Wait it out

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.

Samething happen to me

In reply to That being said

I was hired in under an admin position, when it was fully know I would be doing an IT position. I would wait until your probationary period is over and broach the subject. Also you might want to check with your HR Department to see what your rights are. You have far more rights as a regular employee then you would as an at-will / probationary employee. I can not Stress this enough. Every Company has a set standard of HR Rules and Regulation and as an employee it is up to you to find out what your rights are.

Be sure to do your homework before you broach the subject. Is there another person doing a job similar to yours? If so, is it possible to get a copy of their job description? That way when you bring it to the attention of your boss, you have something you can use to show the differences between the job description you have now and the one you should have.

Unfortunately, I had to learn this the hard way. It took me 3 years and my boss (accidentally/on purpose) finding out I was applying at other departments to have my job description redone. Companies will always pay you less if they think they can get away with it. Ever heard of other duties as specified?

Job Descriptions

In reply to That being said

The basic job descriptions for your department should be readily accessible (I hope). If so, find the one that closely fits what you’re doing. At your probationary interview show that JD and the JD for the job you were hired to do, and say you are concerned that you will be evaluated on the wrong one. Mention that you would like to continue doing the Job Duties that you are performing, and ask to be evaluated on the JD that you printed/copied. If they do that, then effectively, you are being evaluated at that level. I’m not suggesting sneaking past them, but at that point, they may be obligated to put you into that position/pay. You may want to ask if that position is open and suggest moving into it if it is since you’ve been performing those duties. If not, then I’d be sneaky.

RE:

In reply to That being said

Based on the salary difference I think the issue should be raised now. I’m in agreement with you that hiring you for one position when you will actually be filling another position brings into question the integrity of the organization. On the surface it appears that they’re trying to reduce overhead by using underhanded hiring practices. I think by waiting to adddress this issue will make in harder in the long run, because you’re essentially saying that I accept the terms of employment. If this were to become a legal issue, the longer you wait the less likely you are to prove your side. Also, even if all works out, by waiting you send a message to management that they can get away with this type of behavior. Approach management tactfully and professionally and raise the issue.

Check out a similar thread

In reply to Hired for one position / performing another

Reader waidz176 had a similar issue in this thread: http://techrepublic.com.com/5208-6230-0.html?forumID=3&threadID=154966&start=0

Get the experience

In reply to Hired for one position / performing another

See it as being offered an opportunity. Ask for the appropriate training. With luck you should be offered a raise at your next appraisal. If not, then you have to ask for one or take yournewly gained experience elsewhere.

It could be that someone has spotted your potential!

I really don’t think you have anything to lose.

Wait until the talk solidifies

In reply to Hired for one position / performing another

Assuming you are happy with the current task and proposed tasks:

If they are talking about you heading up the new unit then the time that they ask you to do that work would be the ideal time to ask for a new job description with salary to match the responisbilities and for confirmation of your probation. Do it all at once and use the higher responsibilities as the justification.

If the talk of the new lead position fizzles out then raise the issue of current tasks to job description as a matter to be resolved along with the probation confirmation and salary adjustment, again use the higher responsibilities aspect as your leverage.

If unhappy with the new work, then raise it straightaway, but expect to be kept at current pay and tasks reduced.

Wait until talk solidifies

In reply to Wait until the talk solidifies

I would also wait to be sure of management’s intentions and ask for new job description plus salary if they ask you to go into the new line of work.

However, if the new line of work is not something you see yourself doing for at least the next five years(you like the other line of work more); stay away – you will be unhappy in your job and it will not do building your career path any good!

Also, I would be weary of working for someone that want you to do certain duties and not pay you accordingly. (Cheap labour!)

Ouch!

In reply to Hired for one position / performing another

Sorry to be so slow responding. Neat dilemma – you want to be a good employee, but you need to know how.
There’s a trap which you’ve already identified – that if you don’t perform as professionally as they’ve come to expect, you’ll be blamed.
Option 1 – go to your supervisor, or to him and his boss, tell them you need training for your new position, tell them that you’ve identified the training and it’s available at a cost of x dollars and y hours from z operation, and tell them what that investment will buy them.
Option 2 – tell your boss you have no training in Project Management and would like to know what his expectations are.
Option 3 – tough it out (big risk!).
Good luck.

Get a grip

In reply to Hired for one position / performing another

You are lucky to have a position at all. If the organization has recognized your talents in a different area, go with it. Don’t worry about the money. It will come. Just do a good job and the rest will follow. If you ask for anything, ask for training $$ for a PMP certificate. This will be seen as contributory to the organization and will help you in future if this gig doesn’t work out. Grow up. Stick with it. Learn from it. Everything else flows from your participation in your personal growth. Get a grip.

The money WILL NOT come!

In reply to Get a grip

The money WILL NOT come!
I speak from personal experience. I was hired to maintain the network at a small electronic manufacturing company. Now I maintain the network, the webpage run the ecommerce site (All OK so far).
But in addition I now also do all the drafting and mechanical design work (my fault for letting the boss find out that I knew how to use AutoCAD). And when ever anything needs to be built around the plant (NEVER trust an engineer with power tools!) Its all of a sudden my job to do this as well.

The money? – I was promised $60,000 at sign on once the company was up and running – that was eight years ago – my current pay:$43,000 and I’m stuck here because my training is obsolete (MCSE 4.0) and the boss refuses to pay for any training or to provide the time. I tried to take some night courses but am so brain burned by the end of the day I can no longer concentrate on anything more complex than fixing dinner.

So if you think you might be in a position where you are going to be doing several jobs without compensation: work there but look for another job, once you have it lined up THEN approach your boss for more pay or redefinition of your job description. That way if he says no you can walk right into the other job you have lined up. If he says yes: GET IT IN WRITING!!

Good luck.

HERE HERE!!

In reply to The money WILL NOT come!

I agree!!!

Ever thought of saying no?

In reply to The money WILL NOT come!

I design software and I do a reasonable amount of helpdesk work but I refused to take on the responsibility of IT Manager, networking etc. etc. because a) I had insufficient training (none was on offer), b) I was already busy and c) I would have no back up (so time off site for training/holidays/sickness etc. would be a real problem).

Some companies will ask you to combine two roles but they can’t really do anything if you are already doing a good job and give a valid reason.

Notice salary didn’t even figure here! It was a no no.

Turning Down a Job is Hard

In reply to Ever thought of saying no?

Turning down a job is usually pretty hard – mostly because it defies the mission to find a job.

Right now – jobs are still scarce. The US is at war with a lot of folks, and talking about going to war with a lot more. That makes the whole economy as unstable as a Fiddler on a Roof.

If you’re not getting a lot of offers, take the job. 10,000,000 Americans lost their well-paying jobs over the last few years. Count yourself lucky… even if you wanted something more.

Time will tell

In reply to Get a grip

I agree with the above. In our organization – you are expected to perform at the level above you for at least 6 months before promotion (and salary increase) will occur. Demanding more money before you soundly prove you can do the added responsibility would be foolish. Ask for training – document good results – then go for position and money AFTER your worth has been proven.

It’s hard to get more money for a job you are already doing..

In reply to Get a grip

I’m assuming that your qualifications and experience were appropriate for the job you accepted at the lower pay rate when I say that you are not going to get a 25k increase because the job description for the job you were hired to do isn’t all-encompassing.

In my experience, it’s hard to get a massive raise for taking on more responsiblity once you’ve accepted the job becuase they already know how little you will work for. To the company, the fact that you can do things not listed in your job description if a bonus for them.

My advise is to get the experience, build your resume and try to negotiate a sizable raise when you are promoted to head the new department. Job Descriptions and budgets are usually difficult to change after they’ve already been approved.

You can handle this.

In reply to Hired for one position / performing another

Hi! ZMUS,

1. Document the role of the QA Manager with 10 bullet points max.
QA Manager is responsible for process adherence and tools that help, defect metrics, traceability, Standards in coding/ documentation, May be testing, Quality reviews, defect tracking and process improvements etc etc.

2. Document the role of the Project Manager with 10 bullet points.

PM is responsible for planning, scheduling deliverables, effort metrics/function points por the like, Work assignments, progress review, scheduling work, release…. Project Managers’s job cab be extremely tricky. You are held accountable for all failures including Quality. When people get to blaming they just get unreasonable and they just need a sacrificial goat. You should not be that. Successful project management requires good prepartion, good instincts, drive and above all people management skills.

I reckon that quality managers Job is less demanding. So don’t be caught unawares. It is not a good idea for your boss to pay for quality manager and expect Project manager responsibilities.

3. Go to boss! Catch him in good mood. Tell him you are getting involved in the job in just twao months and it is time for review and any mid course correction keeping expectations and performance in alignment.

Show him list 1 and say this is what you were hired for, based on your background. This is the job you are cut out.

Show him list 2 and say now looks like I am expected to do this as well. Tell him/her that you do not mind additional responsibility. However, it requires new learning and time to ramp up. If he wants you to do both, tell him that you will but there are areas where you need to be trained to get to speed. Tell him that you need a junior assisting you in QA function with your guidance. This will enable you to spend required time an dfocus on becoming a full fledged Project Manager who is also strong in QA.

All the vcery best
I wish you walk out of the discussion with a promotion! Let me if that happens.

Sincerely
H. N. Shankar

Look at Position Description Carefully

In reply to Hired for one position / performing another

Eww.. this is a sticky one that I seem to be embroiled in quite frequently. Does your position/job description have a little sentence that sounds something like “other duties as assigned”? That’s where most of the work that I never thought I’d be doing falls under : ) Wait and see if they truly want to change your position and if so approach the appropriate people explaining to them that you thought you were hired for one thing and not the other.

Change in job vs job description

In reply to Look at Position Description Carefully

Welcome to the club. As to training, I have found it easier to request paid training after you have shown inititive. Take a class in PM at the local college. This will give you the time to pass the 90 day test. As for PMP this has requirements above taking the test which include performing as a PM for a certain amount of time. If becoming a PM and the money/risks associated with it are attractive then study, work, perform, and then ask for the money. If the money does not follow. Then start a new search for the right company this one is not long for the world.

Bait and Switch

In reply to Hired for one position / performing another

In the world of commerce this would be a bait and switch fraud. You are lured in with one promise only to find the deal to be something quite different. It’s dishonest.

OK, so they lied to you this time. What is the next lie? Its really hard to trust people that do this stuff.

So you have to weigh your nice new job against the value of integrity. If you choose to keep the job, don’t be surprised when nothing happens as it is supposed to. (evaluations etc.) You chose to accept the lie and you will have to live with it and its consequences.

Or… you can assert your control over your career and how you are treated by others. You can speak up right now at the first moment that you realize that the deal is not what you bought into. That may mean something as simple as asking them why they did the bait and switch in the first place. Maybe it was innocent. It might mean a confrontation… work X is valued at $50 hr, work y is valued at $75 hr. If you want Y the price is $75 or at least make me a better offer before I trade my time and skill for your money.

Principle to remember: If you act like a doormat, you will get walked on.

Good Luck!
Bree

Sign of the Times

In reply to Hired for one position / performing another

Must be a sign of the times, Zmus. I was hired as the IT manager. Now that the EPA coordinator has quit, I am now the EPA guy. No compensation, not even an extra vacation day, and of course saying NO was not an option. Oh and by the way, I know nothing about EPA. One 10 gallon spill reported incorrectly could cost this company 10 times my salary.

spill

In reply to Sign of the Times

One ten gallon spill and you will be used as a sacrifical goat by the company.

Reply To: Hired for one position / performing another

In reply to spill

Your right! I just didn’t want to sound too cynical.

PROPER Human Resources Guidance in Job Dilemas

In reply to Hired for one position / performing another

The most current professional way to obtain correct answers is to visit SRHM.org.
Society of Human Resource Management
The public library – HR division will help.
Avoid treading in cloudy unknown areas.

Better learn to be happy with good luck

In reply to Hired for one position / performing another

If you find reasons to complain about unexpected opportunities, they will stop appearing.

Assuming that the PM responsibilities are more interesting and better paying, learn to ride the opportunity well. Develop personal relationships with your new peers; they may be more likely to become your permanent peers if you do. Be modest and ask folks how the company works at this level. You’d be amazed at how people admire your intelligent conversation if you encourage them to talk. You learn a lot, too. Most workers don’t actually figure out much about the firm apart from their own island of responsibilities.

When a couple months have gone by and you’re still working above your job description, ask for some training. An interesting web-based PM course is available at http://www.pmi.org/info/PDC_AppliedFramework.asp?nav=0405 if no classroom-based instruction is open to you (cost $475; discounts may apply.) Training is an investment and also shows your initiative. Once training and experience and organizational knowledge are behind you, there’s not much holding you back.

Management is asleep

In reply to Better learn to be happy with good luck

Most managers have great focus on getting the task at hand done with the resources available to them. Reviews are something done 1-4 times per year at the insistence of HR. Tasks/problems are there every workday. It would be fair to say that matching job description to duties performed is only on the radar screen at hiring time.

The counsel to defer to post-probation period is excellent. No reason to give them ammo to wash you out at the end of probation. Documenting your tasks during this period is vital as well.

Once probation is completed (need to verify that management has signed off on that), ask for a review to be scheduled. Your objective is to work with management to get your job description to more closely match your responsibilities. You are not bucking for a promotion or raise at this point (that comes later).
Realize that as far as HR knows, you are ONLY doing tasks within the realm of your hiring job description (and management is not going to tell them different on their own initiative).

AFTER your first annual review with a good rating and some reasonable increase in compensation is the time to begin discussions with management about promotions, raises, increase in responsibility, etc.

Realize that until at least the first or second annual review, you are still a newbie, regardless of how many verbal recognitions you get. If it’s not written down in your personnel file, it’s not really on the radar screen of the company for legal purposes.

By establishing a documented track record in HR as well as keeping good records of your own (as suggested by another poster) you will have good support in a positive direction.

Having personally been on the short end of the deal in a project management role for which I was unprepared, there is very different counsel.
CYA is the operative mode here, as scapegoat material is clearly a possibility.

Documentation and notification to management of denial of requested resources or lack of collaboration from vital partners on the project is required. Escalation to senior management in a timely manner is required as well before the project is in danger of failing.
If you are replaced as project manager, further document what was done and whether the resources which you were denied are provided to your replacement. Been there and it was not fun.

Be cautious, but honest!

In reply to Hired for one position / performing another

This is a tough one, for sure, but it is survivable.

I was hired as a project manager, and for the most part, those are the bulk of the duties I perform. Fortunately for me, the company I work for has a process for recognizing ‘high potential’ employees (we are called ‘members’) and occassionaly gives ‘equity’ raises or promotions to these individuals. I received an equity promotion just last year, and I attribute it to the overall value I provide to the company – not just in my PM job description. So don’t let anyone tell you that the money won’t come. That’s not always the case, and you shouldn’t make job decisions based on money alone.

If you really don’t want the PM role/duties, my suggestion would be to talk with your immediate manager. Just don’t go in with ‘guns blazing.’ Most people will naturally become defensive if attacked, even if the attack is only perceived. Just be honest. Let her/him know what YOU want to do, and ask for her/his help in matching your desires with the company’s needs. I would hazzard a guess that 90%+ of the time, this will be your best first step.

I would advise caution, however, that you don’t bust in to quoting contracts, labor practices, bait & switch, or the likes. That could leave a sour taste with everyone, and limit your ability to advance. Like it or not, you are an asset to the company, and sometimes the company doesn’t know how to make best use of its assets. (I don’t mean to say that you have to take anything they throw at you.)

Also, while I would never discourage you from seeing what else is available in the job market, be very careful here. Using another position ‘as a club’ may burn bridges that you later may need to cross. Exhaust every option at your disposal within your current position & employer. Intentional or otherwise, your current employer may learn of your ‘inquiries’ elsewhere, and that would also limit your ability to advance without having to change jobs again.

Watch at Review Time

In reply to Hired for one position / performing another

I’ve been through that situation once before. I was changed over from a software engineer role to one as a system administrator. My title never changed and I still had to do some software engineering duties on the side. But at evaluation time my supervisor siad that I did a super job as a sysadmin and was important to the team, but since I was now performing sysadmin functions he was going to divy my merit raise to the other software engineers because they were worth more. Document everything that has/will happen to you and be prepared to go to HR when something like this happens.

Ouch – placement in a devalued position

In reply to Watch at Review Time

A review which results in obtaining less compensation than would have been merited at the old position says many things.

Congratulations, you are now a clerk and we will pay you as such.

We have converted your position from technical to administrative and will be offshoring it soon. Have a nice day.

As you continue in an increasingly administrative position, management will have a much easier time with HR to change your job description to Sysadmin from SE. The fact that you acquiesced to management decision to significantly change your responsibilities implies that it was OK with you.

Reply To: Hired for one position / performing another

In reply to Ouch – placement in a devalued position

I really don’t understand this idea that you have to wait until after your probationary period. That’s ridiculous to me. If you can’t talk with your supervisor or HR about this before then, in a nice friendly way, then you really are in trouble.

Treat it as a case of misunderstanding since everyone is new here. It may well be.

This is an opportunity for advancement! Just make sure that everyone is on the same page by bringing it to *someone’s* attention that hey, this salary does not match what you are assigning me to do. I’ll do the work you are giving me but you are aware, aren’t you, that this is a different job description than what we spoke of at hire time, aren’t you????

Give them the opportunity to explain and then dicide when you are no longer in a vacuum of information.

Take it a go with it.

In reply to Hired for one position / performing another

if they have given this to you obviously you have shown the ability to do this.

this is a good thing.

don’t worry about the bottom dollar for now just work with it and do your job well and it will pay off.

If you keep a bright outlook and enjoy the job you are doing it will reflect in the management and you will get that raise or promotion as an acknowledgement of you abilities.

Good Luck!

Scott
Supervisor

Simple Solution

In reply to Hired for one position / performing another

Probably your best bet would be to talk to your immediate boss/supervisor and say pretty much exactly what you say in this post.

Do it politely and with all due respect.

If they trust your judgement enough to start putting you in charge of things, they probably trust your maturity enough to talk about something like this.

Don’t demand immediate increases in pay. Make that a footnote. “You’re putting me into a supervisory/managerial role and I assume that, when I do well at it, pay will rise in proportion to the increased responsibility. Is that a safe assumption to make?” or something like that.

But as for the rest of it, the way you ask about it here should work just fine for any reasonably intelligent talk about the subject.

On the other hand, if you are uncomfortable taking charge of a new department, make that clear.

Train, Train, Train

In reply to Hired for one position / performing another

Looking at your concern, I was put in a very similar position in my last job(Notice I say “My Last Job”) Problem was, I was a .net developer put in charge of building a web Development company, I suddenly found myself in charge of 15 people, all coming to me for answers, and having to report based on productivity and profitability to my supervisors. Something you will probably run into shortly if you haven’t already. I so no solution within reach, tried everything and after a year of battling with management, I decided to make a change. I never considered how stepping back, taking a look at what the real problem was and proposing a solution would have helped. Now I work for the largest independent computer training companies, and it’s clear to me. By seeking the proper training, I could have taken my knowledge as a developer, built up some managerial skills and probably done a much better job. Look into PMI (Project Management Institue) and other skills along those lines. They have helped me and many others immensely. From the sound of your position, management sees a potential and value in you as an employee and instead of directing the problem at them for placing you in a difficult spot, it is typically how you step up to the challenge they are interested in. It’s a great opportunity when they do things like this and you have to harness the potential.

Jack of all trades

In reply to Hired for one position / performing another

I am a Sr. Systems Admin. I also change light bulbs in the office, move the recycle bins to the shredder truck, build stuff. This makes the day go by real fast. Also at Christmas I get 1 month’s pay for a bonus and Red Sox tickets throughout the year.

tyuiop

In reply to Jack of all trades

I don’t mind doing this stuff as it breaks the day up. This stuff is not in my job description but I am sure if I mentioned it they would add “and other tasks”.

It happens

In reply to Hired for one position / performing another

You’re only 2 months into it. Wait until your first review and then bring it up CONSTRUCTIVELY. As a supervisor, I have had to do this type of thing sometimes when management won’t approve a job title I need. Once I prove that the job improves the product, all is well.

Wait and see, but don’t wait too long.

In reply to Hired for one position / performing another

Personally I would wait for the probationary period to end before bringing up things like increased compensation for changes in job resposibility. They may already have this in store for you, as you seem to have impressed them enough to move you into a department head position when you have only worked for them for two months!

Contrary to what some believe, not all companies are trying to screw you over. The company that hired you may have decided that you were better suited to performing at a higher level position, and may compensate you appropriately once your probation period is over.

If you want the new position, ride out the probationary period, then wait another few weeks to see if the company decides to pay you for your new responsibilities. If they don’t, then bring up the topic of compensation and training with your boss and the HR department.

Based on the date your initial post, your probationary period should nearly be over. I think we would all like to know how things turn out when all is said and done.

I agree, but to a point

In reply to Wait and see, but don’t wait too long.

I agree with “Wait and see, but don’t wait too long,” but only to a point. If you’re being asked to be, or perform the functions of, a manager, then you should be compensated for such duties. If they don’t come back to you with something concrete in fairly short order, then I’d say they’re taking advantage of you in that they’re getting a manager for the cost of a regular employee. If that’s the case, I’d have a talk with the Fair Employment Practices Commission.

In the meantime, I’d say something to management about the problem. If they do nothing, then they have confirmed my point and you should probably move on… unless you like being taken advantage of. If the company really likes you, and is above board, then they’ll take care of you probationary period or not.

No experience? And you want more $? Get real!

In reply to Hired for one position / performing another

Personally, I would love an opportunity to break into Project Management. This has got to be one of the hardest job titles to grab without prior experience. Your post mentions a new found career path, and by this I assume you are new to management? I would worry about the job title, because this is something for your resume that you will carry with you for the rest of your career. Forget about the money. No offense, but if you are inexperienced you aren’t worth any more money in the eyes of the company. They are offering you a chance to step into the top ranks. The money comes after you have proven yourself, not before. If this is a project of defined length, wait until the next project. If not, kick some A** on this one and keep your eyes open for the next step up, THEN ask for some more $. Sounds like you want it all up front. That isn’t the way corporations work. I wouldn’t take the chance on messing this up by begging for more $. The big $ come on the third or fourth project. Not the first.

Been Here Many Times

In reply to Hired for one position / performing another

This has happened to me nearly a dozen times. I’ll tell you what I learned from it: Don’t stick your head in the sand and ignore it.

First thing to consider: do you like the new role? Or is it something that you’d rather not be doing? This drives your next decision.

If it’s not what you want to be doing, you need to simultaneously job hunt so that you have something to fall back on, and when you’ve landed other offers and interests, then approach your supervisor and bring up the fact that you were hired for something else and it’s the something else job that you want. See if they’re willing to give it back to you, but know that they may play bait and switch on you again. Your company might put you back into the role for which you were hired, but more than likely, they’ll tell you that role doesn’t exist anymore and you have new responsibilities. Then you can just quit and take other offers for roles that you do want.

If you DO like the new role, research what a project manager in your area and at your experience level is compensated. Go to your boss and explain what you were hired for, what you’re doing now, tell them that you like it, but you want to be compensated for it. Present the research that you’ve done on what a fair compensation is and ask for it.

Having been in this situation many times, I can tell you that ignoring it and not doing anything is not your best option.

Good luck and let us know how it goes.

Lynn Watkins, PMP
lynnwatkins@yahoo.com

yes

In reply to Been Here Many Times

Nicely said, Lynn.

Also, avoid being satisfied with vague promises and especially definitions (all can magically evaporate at review time). You need to know what the job tasks and scope of responsibilities REALLY are, before you can satisfy them, right?

The general job titles ‘manager’ or ‘project manager’ can vary widely in scope, power (or lack of it) and responsibility.

Watch Out – Now is the time to decide

In reply to Hired for one position / performing another

One year after I got my degree, I changed jobs and was placed in the same situation. I went with the flow, because the responsibilities meant instant promotion, and didn’t want to make waves. By the time the company was finished “carving my niche” in the organization, I was being paid very well to do a job that was far removed from my original ambitions. The biggest problem was, that when I chose to leave the organization, I had been sidetracked from my field of expertise for such a long time, that I had to almost completely relearn the specifics of network management and industry standards. Watch out that you don’t end up somewhere you never wanted to go.

Very true.

In reply to Watch Out – Now is the time to decide

Job creep, duty expansion, cross training, …. all mean one thing, do more for less or same pay. IT has always been undervalued, put in financial terms-we are overhead. No different than furniture, desks, computers, just a cost of doing business.

If the new duties exceed 50% of your time, then you need to approach your direct manager and 1st. get acknowledgment that your job description has changed, in writing, if you please! 2nd. Get some agreement of how you will be evaluated under these new duties. Finally, get documentation of whether this is expected to be a permenent change?

Only then should you bring up the subject of compenstation. Since this was a job that you were not hired to do, then I wouls not ask for a immediate change…rather, ask that for both your and their benefit, your performacne in the postion be evaluated in 3 months, 6 months … whatever would be appropriate to see if you are effective in the position. At that time, ask that your job title be changed to reflect the new position. (The un-spoken sub thread would be compensation to match). There are obvious benefites to both parties in this arrangement. You get to “offically” try on the job, they have a no-hassle out if at the end of the try out.

Employment is a 2 way street

In reply to Hired for one position / performing another

Your situation is unfortunate, but you’ve got to remember that your job is a critical piece to the success of the organization. Most people forget that companies need people as much or more than people need jobs. The probationary period is usually positioned in the mind of the employee that the company is evaulating the newly hired employee, however you have to remember that this period is an opportunity for you to evaluate the company as well.

My suggestion is to wait until the 90 day period is over and ask your manager for a convenient to meet to discuss the job, your performance and the expectations that were set when you were hired.

You can bring up the fact that your expectations of the job are not what you envisioned, and (assuming you like your new duties) that you are certainly interested in making a contribution to the success of the organization. If your manager doesn’t know how you feel, then nothing will change. Communication of expectations is critical to your success and to your employer’s success.

Probie IS the time to find out

In reply to Hired for one position / performing another

You have some very valid concerns. I would ask my manager for some time to discuss your concerns. Usually a during a probationary review period, the job description is used to determine if you have the skill sets to perform as anticipated. If your job description does not match your actual duties, you should ask why. How on earth are you going to have a legitimate performance review?

If the job is changing, to a project management role, you are entitled to understand what the role is going to require of you. Do not be afraid to ask, I myself would love my employees to know their job descriptions inside and out and to hold me accountable if their functions no longer meet the descriptions.

You are in a tough spot…

In reply to Hired for one position / performing another

Hi;

The spot you’re in now is tough for other reasons as well as those you listed. You may want to think of these other issues:

1) If mgmt perceives that you are not up to the req’s of the new position, they may give you a less than stellar review at year end.

2) If you do perform well, then in the future, when you move to another area or company, and you are asked to give your job title, you may be perceived as either: fabricating your title as a Proj Mgr, or not qualified for a Proj Mgr because you were a Qual Assurance Specialist.

You need to clear both of these up asap.

You can feel comfortable doing so if you approach your superiors in a congenial and inquisitive manner: merely ask “will my job title change?”, and state that you are merely curious. Emphasize that you welcome any help you can get in better understanding this transition because you are enthusiastic about the opportunities this presents for you to participate in the improvement of their bottom line.

If you are aware of any texts that help you become a better Proj Mgr, let them know that you have begun to read up on this with the intention of improving yourself so that you will be best equipped to meet the challenge(s) set before you.

I realize that I have only told you to ‘make lemonade out of lemons’; so if you would really prefer to not be a Proj Mgr, I can only suggest that you first run this scenario past the recruiter who placed you here.

I speak from experience in both scenarios.

1) I had one very agressive recruiter place me in a functional mgmt position when I explicitly refused to interview unless it was a lead technical position. Then mgmt gave me a poor review claiming that I had deceived them into thinking that I was a good functional mgr. This, even though there was absolutely no discussion whatsoever at interviews about managing personnel.

2) And, now I am suffering a credibility issue that I cannot win against lazy H/R people who can’t get past the distinction between “job title” and “job duties”. For the last 12 years, I have been managing I/T projects; but in all cases I was brought in with the job title of Lead Developer. So, I can’t get interviews for P/M positions; but when I say I was a P/M, I am told that I have exagerated my job title.

Best of luck to you!

mdp

They all lie at the hiring interview

In reply to Hired for one position / performing another

Since you are currently doing the PM work, then request training, actually research and suggest something appropriate (PMI – PMP, Project+ – CompTIA,……).

Most likely they will respond to even a very innocuous inquiry as tantamount to insubordination. I have been working in the tech field for over twenty years and this has rarely been untrue. Usually they are polite to your face, but then make your life miserable in direct proportion to the tone of your inquiry.

Make sure that you open and maintain a relationship, if possible, with your manager’s manager. It is always good to have someone other than your boss know what you are working on and can serve as a CYA since they will know the situation when your manager tries further lies and treachery. And once your manager knows of the relationship he will have less absolute rule over your career. Remember, if no one but him knows what is going on with you, then he has absolute power over you. Absolute power corrupts absolutely.

SpiderMan

In reply to They all lie at the hiring interview

“With Create Power Comes Great Responsibility.”

I’m somewhat in a similar scenario; however,
I’ve been at this position in IT for a year now.

We’re a three man IT shop, me: the programmer
Our Network Administrator and one supervisor;
whom recently resigned. Now I’m taking the role
of Programmer Analyst and his role of Reporting
to Upper management and EPA (Being we’re in the
Hazardous Waste Recycling Business)

I have no clue as to his role of reporting and
while he was supervising over us; he never informed us of his true role / responsibilities.
Hence; I’m trying to carry out my daily changes
to the system writing C# code and SQL Stored Procs
along with taking in the understanding of his
reports (Mostly so far have been nothing but
SQL Queries using Q/A in SQL Server) But I know
there’s more to his reporting than just that.

Oh Well, I’m just rambiling; however, Keep your
head up and if you dont understand something; ASK!

As Max Headroom once stated:
One who knows nothing, knows something;
for nothing is something; otherwise,
nothing would be nothing at all!

Keith

Hired for one position / performing another

In reply to Hired for one position / performing another

Not widely known in the FIELD: But known in Mgt, is a Little Federal Law that states and I quote: An employee my be required to perform a jop below his assigned job discription, while being paid at the rate of pay for his assigned job. But an employeer cannot require (even for a short period) work an Employee in a position that is of a higher pay rate than his/hers assigned position unless the employee is paid the rate of pay for that position.

What this basically says is that if the position you are performing has a pay rate higher than the position you were hired for you must be paid at the higher pay rate while you are performing the dutied of that position, and it is retro-active to the date you started to perform that job. And the Employer cannot rebuttle that it was/is OJT. My advice is see a good business attorney, and he/she can show you this law in writing in the actual Law books.

Other things in the mix

In reply to Hired for one position / performing another

Your problem presents some interesting aspects. To evaluate your position and the implications of the firm’s actions and yours, some things need to be known. Among these:

-Is you current position exempt ot non exempt?
-What is the size of the firm for which you are working?
-You talk of a job description; yet, do you have an employment contract. Have you read it? Does either the job description or the contract have an ‘an other tasks as assigned’ clause?
-Have other people in the firm had the same experiences in their jobs?
-What is management’s real expectations for the success of your project. Do they want it to succeed or fail. (It is not uncommon to assign newbies to projects with low success potential.)

Do you have other opportunities in the queue if you don’t like what you discover.

-What does your ‘gut’ tell you?

As others have said, keep a record of everthing; read everything. Remember you are a newbie and may not know the firm’s culture yet.

Reply To: Hired for one position / performing another

In reply to Other things in the mix

“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.”

Talk by whom? Are you wasting everyone’s time because you engage in gossip with the other flunkies or have you received a credible offer from your employer?

What kind of “Project” are you supposedly managing? Are you merely (by virtue of your 5 years Q&A experience) checking the other Q&A boys work?

Is this company a “Real” company with an HR dept or some wankhole outfit that isn’t aware of “due diligence” and somehow feels there’s value-add in getting some newbie Q&A geek to watch over a REAL project?

I’ve read every response so far and not a one seems to have penetrated to the core of your “hard place.”

Does management even know you’re there?

Immediately Negotiate

In reply to Hired for one position / performing another

Delay is a tacit admission of the change in job description. Be assertive and negotiate your new role and compensation while the issue is hot.

Could be a scam

In reply to Hired for one position / performing another

I’ve seen it, been there, done that. The company is trying to save money. If they are a growing concern,(ie, busines is growing)its possible that they don’t know what they want, but then again, they may want the expertise without the price tag. I left that rat race and started my own company. Seen this too often, and it makes me boil.
1. Check the job market, get your resume out.
2.Talk with your supervisor, let “it” know what you are thinking. Screw the probation period because you won’t last without consulting your supervisor.
3.In talking with your supervisor, get to know what is happening in the company, ie, short term and long term goals.
4.Get to know your supervisor on a personal level so that you can tell whether “it” is lying.
5.Focus on your own professional development and goals without worrying about what is going to happen. Help the company and be selfless. Be taken advantage of. Become very good at what you do and irreplaceable. What goes around, comes around. If you love what you do, things have a way of working out.
6.If you are not replaceable, and get the boot, management takes the hit and also gets fired.
7. Check the job market and get your resume out.

Learn as much as you can and document EVERYTHING

In reply to Hired for one position / performing another

I am in a situation very similar to yours. While I am performing many job functions outside of my regular job description, I am enjoying the opportunity to expand my horizons and learn new skills. I’ve had several people suggest that I ask for more money when my probationary period is up, but I personally don’t think that is in my best interest. Yes, I’m performing other duties, but I’m still learning them. It doesn?t do much good to ask for more money if you don?t have the experience to back up the request. Plus, I don’t want to run the risk of asking for more money only to have them come back with, “That wasn’t what we agreed on three months ago,” and terminate me because of it. As someone mentioned in another post, we are at a disadvantage in that we are not considered “regular” employees yet.

My plan is to learn as much as I possibly can between now and the time my annual review comes up and document everything I do, how it contributes to the project and team, and what I’ve learned during that time. THEN I plan to present that information to my manager and ask that my job description be re-evaluated and my salary increased.

I disagree with the people who don?t believe that you can get more money if you wait. It all depends on how you ask. It?s harder for them to say no if you have the documentation to back up your request. I?ve learned over the years to document everything I do ? not just for CYA purposes, but also because when review time rolls around, it makes it a whole lot easier for me to justify why I believe I deserve a raise or a promotion – and it makes it harder for my manager to argue.

Take a middle road…

In reply to Hired for one position / performing another

As a manager and VP of a company I see several issues here that need to be resolved. First is the trust level of the employee to the firm and also the reciprocal level of committment from the firm to the employee. The second issue is timing to request proper compensation as well as am adequate description of the position’s duties, responsibilities and authority. After 3 months asome type of formal work evaluation should be happening for the new poaition. If it doesn’t happen – ask for it. The evaluation process is (should be) based on the Position Description. Quite often with a new position, like this, this process is the time when the company will firm up a position description as well as a salary package, often with input from the employee. The real key is to unobtrusively instigate a review of the work. Ask how you are doing, even how the new program is doing. Check to see if you are meetiong or the program is meeting the expected goals.

Often management is waiting for you to express a constructive desire for the review process. Remember to use this time constructively, accepting both succcess and failure areas with the intent to streamline the path to the desribed goals. During the review process the subject of compensation will probably arise or may be gently inserted. Overly aggressive behavior will have a negative affect on the employee desired goal of a proper comensatory
process. Stay firm but not demaning, niether on the offense or defence.

Take a middle road…

In reply to Hired for one position / performing another

As a manager and VP of a company I see several issues here that need to be resolved. First is the trust level of the employee to the firm and also the reciprocal level of committment from the firm to the employee. The second issue is timing to request proper compensation as well as am adequate description of the position’s duties, responsibilities and authority. After 3 months asome type of formal work evaluation should be happening for the new poaition. If it doesn’t happen – ask for it. The evaluation process is (should be) based on the Position Description. Quite often with a new position, like this, this process is the time when the company will firm up a position description as well as a salary package, often with input from the employee. The real key is to unobtrusively instigate a review of the work. Ask how you are doing, even how the new program is doing. Check to see if you are meetiong or the program is meeting the expected goals.

Often management is waiting for you to express a constructive desire for the review process. Remember to use this time constructively, accepting both succcess and failure areas with the intent to streamline the path to the desribed goals. During the review process the subject of compensation will probably arise or may be gently inserted. Overly aggressive behavior will have a negative affect on the employee desired goal of a proper comensatory
process. Stay firm but not demaning, niether on the offense or defence.

Why the complaint?

In reply to Hired for one position / performing another

I’d view this as a tremendous priviledge, and would dive in and do it. Find out management’s expectations only, then seek out qualified peers / proj mgmt books… for any advice, and then learn by doing. They apparently have confidence in your latent abilities. As far as pay — that should follow after proving yourself. I certainly w/n push the issue now before proving yourself. Anytime new opportunities present themselves, it’s a chance to broaden your abilities (and resume).

Near Identical Experience…

In reply to Hired for one position / performing another

An almost identical situation happened to me a couple of years back. Hired as QA, finished my probation period shortly before the Senior PM (my boss) was retrenched. I was asked if I wanted to take on some of his duties & projects, I wanted to show a ‘can-do’ attitude, so I stepped up.

Six months later I was in charge of a $3million infrastructure rollout, without the experience necessary to do the job. The stress was enormous, and I’ll be honest, it nearly finished me.

My suggestions?
* Consider if you WANT to do the job that is being asked of you. Life’s too short, IMHO, to spend it doing a job day in & day out that you hate.
* If you do, great – document, as others have advised, what you were hired to do and what you are being asked to do.
* Go ask your boss TODAY for a review at the end of your probation period. That’s a reasonable time to be discussing performance, and just as valid a time for you to raise your concerns about the job as for our boss to raise any concerns about you. It’s a two-way dialogue, or at least it should be.
* Try to get the HR department involved in your review as well.
* Reseach legal employment aspects that may be relevant. Be very sure of your position and how it relates to your situation.
* Go to your review armed with your gap analysis (on paper) and your employment law (in your head). Show what you thought you were going to do (job desc) and what you are doing (projects), then raise the concern that you might not have the skills to do the job.
* Ask for training to bring you up to speed – explain that it will be money well spent in the long run – how much will a failed project cost in comparison to some training $$?
* Ask for some mentoring as well to help you manage the projects. Explain that you would be more comfortable knowing that someone with PM experience is also overseeing your projects to make sure they stay on track.
* Raise the concern that there might be legal employment aspects to doing a higher-rated job for less money… Don’t show your full hand, and put a positive spin on it – explain that you’re trying to protect the company from risk.
* Look at the outcome from your review. Did you get the promise of training? What about offer of more pay to compensate? If any of these things were indicated verbally, it would be good to document (even via email) and get your manager’s confirmation in writing what was agreed.
* If you were told a flat-out “No”, then best thing to do is to start looking elsewhere, IMHO. Any company that expects employees to just do whatever is thrown at them, with no adequate training or compensation, is not a good company to work for. You will likely burn out in no time, or be scapegoated and kicked out the first time one of your projects goes awry. You’re better off out of it, seriously.

I wish I had taken some of the above advice when these things landed in my lap. I would have been a lot happier…

Who Moved My Cheese?

In reply to Hired for one position / performing another

Zmus,have you read the book “who moved my cheese?”,the main message of this book is something about reacting to change.If you will ask me,this is not the first time I heard people complaining about different job descriptions to the actual things that they do daily in their work.This movement is just a change in your job/career,if you ask me nothing is permanent in this world,everything changes thru time.Instead of complaining to management,do your best in accomplishing the work given to you,if you need to learn and do new things,go on and do so,this is a very good opportunity to grow, and the management will reward you more when they see your accomplishments.If you keep on complaining and wondering/questioning why you were put in this situation,you’ll end up as a loser,management will just get irritated and they might just kick you out, and hire another person to do the job right.
Would like to end my reply by quoting: “We go to office everyday to do the work which is presented to us, we don’t go there to complain and demand our “desired” job.”

See opportunities, not danger

In reply to Who Moved My Cheese?

If I understand well, your line of work is different from what you are asked to do. It could mean that your bosses see your potential and are giving you an opportunity. If you are not of the field, you cannot really ask for a raise. But if you are, then take care. You can show your knowledge and experience and then discuss about an adjustment, but if not then learn all that you can and very long after, discuss the adjustment.
IF you are not liking the new line of work, please tell the boss inmediately, so you don’t end up fire due to your bad perfomance.

I Must Agree-Opportunity, NOT Pain

In reply to Who Moved My Cheese?

Znus, I think ‘bongchong’ got it right on this one. I have never read ‘Who Moved My
Cheese’, but quite a few responses have chided you for whining about being given an opportunity to prove yourself worthy of management’s perception that you just might have enough on the ball to step up in rank and become a member of the management team instead of another cog, and that’s my viewpoint as well. Why should you complain? You say you don’t have any problems with the things they are asking you to do, only that it’s not in your job description.
The only thing I can agree with outside of looking at this as a real opportunity is to perhaps after your probationary period, talk with your immediate supervisor in an open, non-confrontal way (if possible) and ask for an informal appraisal to ‘test the waters’. If the reply is favorable, then ask if it might be possible to change your job description/title to fit your new responsibilities, even at some later date.
The fact that they are not doing this already looks like they are trying to save money, but who knows why?
Managers, (despite all the disgruntled members who are going to ‘flame’ me for this comment) does not consist only of evil pointy-haired trolls who have wet dreams thinking of ways to hurt their employees – there are probably some whom that description fits, there are others who are afraid someone will find out how little they really know about their job, but there are also many who truly want to do the best for their people and the company. They know that satisfied people work harder and cooperate with each other and the company’s goals better. Many times they are also placed under restrictions as to what they can do under the current IT economic realities. Often this makes the manager have to play games with his superiors also. Maybe some practical evidence of the benefits of having this new management team is necessary to secure funding before assigning new people or increasing your salary and changing your job description.
Think of it as a ‘trial period’. If they like the way you do the job for them, they’ll agree to your request to change your job description/title, and the money will eventually come.
But to leave without getting your new experience documented as new skills for your next job would be fruitless. Taking your case to HR is going to stir up trouble, since word gets around, and eventually will get back to your boss. Shouldn’t be that way, but we’re dicussing realities here, not what happens in La-La land. Unless this is a big company with strictly established HR policies with teeth, going to them will be a waste of time, and leaving for a new job might be just as productive. Even if they force his hand, and it was not an honest mistake on his part, you are going to make an enemy, and he will get rid of you with the first excuse he can find.
In the end, you are being asked to do something you are capable of, you will learn new things, and your pay has not been cut. You’re still a lot more fortunate than a lot of your peers in today’s IT job market. Stop complaining and get on with it. Or become a consultant or start your own business – as long as you choose to work for someone else, you are always going to be able to find things you won’t like. Live with it.

Job description vs roles

In reply to Hired for one position / performing another

The new world working order is such that we perform roles in our workplace and our job description is just a guideline of what initially is expected from us to do. A qualified accountant for eg can perform a system analysis role in IT with regards to a financial system but does not get paid to be a system analyst. These roles equip us for future jobs and also broaden our experience base so enjoy the ride and if the money is not good enough then leave the job and find someone who is willing to pay you what you think worth else you are not worth more.

Be professional and direct

In reply to Hired for one position / performing another

A probationary period is a two-way street. The company is assessing you for a fit; you are presumably doing the same assessment for your own needs.

If assignments seems to fall out of scope, it needs to be clarified for all parties. Are you in the process of revising an old position to better address the needs of the company? If so, this needs to be identified directly, so the company can be made aware of the fact that compensation should be considered as part of the revision.

If you aren’t comfortable with the response, you may find another employment agreement more suitable.

Pure and simple fraud

In reply to Be professional and direct

I too have been in your shoes. Although I can do you one better. The job description I was given wasn’t even for the job I was hired for!

Mine was for a project that ended 4 months before they even hired me! And when I did ask for one, boy oh boy, it was still nothing like the job I was doing. AND, there were no little clauses like “other duties as assigned!”

Needless to say, at the end of my probationary period, I brought it up and was told I’d be trained. NOPE. When the company asked me to extend my contract because the current project wasn’t completed, I tried to renegotiate and got a whole dime an hour increase.

Talked to a lawyer, and if you really feel justified, there is a simple legal principle that MASSIVELY holds water here. UNJUST ENRICHMENT. If you go the legal route, mention that phrase and see what shakes.

I’m trying to figure out if it’s worth the hassle (it’s definitely worth the money) to go after my FORMER employer.

Also, there are labor laws that apply to us tech’s believe it or not. Check the “industry average” in your area for your position. There needs to be clear justification if you are below that average or you also have legal recourse on these grounds.

Good luck

Thats life, get used to it real quick

In reply to Hired for one position / performing another

I understand how you feel but I advise caution. You should try to find out as much as possible about the new position because who knows, it may present additional opportunities not readily seen at present. At the same time I suggest that you do not mention anything about a pay increase at present, because if the job content is new, you will be getting training and generally employers don’t like when persons who they have selected for additional training (i.e. whether on-the-job or otherwise) ask about a pay rise at the same time. Remember that a job is in most cases what you make it out to be, meaning, no matter what, you can generally assist in moulding and shaping the job that you are required to do. If you are a real go-getter, here is a wonderful opportunity to encircle a much larger area of responsibility which will give you more leverage for a discussion about a pay rise much much later. I realise that you are more comfortable in the quality assurance area but do not limit yourself by being afraid of change. Think on a much larger scale. It should certainly be a shame if you are dead set against this opportunity, however, if this is the case then you need to speak to your boss ASAP, am not sure what the outcome of that discussion will be though.

Create your job description

In reply to Hired for one position / performing another

You are in a position that many of us have been in. I was hired as a network admin and 3 months later asked to run the department. I asked for a job description and the best I got was “make sure nothing crashes and don’t spend too much.”

If you have decided to embrace your new role, document what it takes to be a success at this position, then follow that up with a series of meetings with the appropriate people to ensure that you are close to being on the same page. include any specific requests such as training, additional staff, coordination among other departments and whether you need to be included in meetings and planning that you are currently not involved in. When you are ready to set goals and timeframes, do that too.

Believe me, if you wait for them to do it, it won’t happen and you will end up feeling like you are just jumping through arbitrary hoops and will end up being frustrated.

In other words – take the lead with this new role and always keep your success intertwined with the success of the company.

Good luck. Keep us posted.

This is the way you should walk!

In reply to Hired for one position / performing another

With only one month to go It would be prudient to wait until you recieve a letter stating that your probationary period is over. With that done, perhaps approaching your manager for advice on what they expect of you with regards to this new position and how they expect you to handle the duties outlined in your current job description.

The important thing is to approach them in a manner that shows that you are concerned about your ability to perform at your best and that you are looking out for the companies interests and see what they have to say. If you approach your manager with the defensive attitude that “its not in my job description” you will either have to fight it tooth and nail, in which case they will make life difficult for you or you will be retrenched.

In the matter of pay, let them know that you want to be a key player in the team and your goal is to hang around long term, but for that to happen it takes commitment from both sides. Tell them that for there part it would be fair to review you salary to accomadate the role, this would then not leave any bad feelings with you and you will be happy in your environment and willing to stay longer. Otherwise politely tell them that what would stop you staying for 12 months to gain the experiance and then leaving for a company that will pay what you are worth. If they wont pay you more ask for other benifets.

In the end. The vital aspect is how you come across. Be concerned for the company and show that you want to do the right thing by them. It will get you further than picking a fight.

Without sounding too crass ……..

In reply to Hired for one position / performing another

Having been in your position before, I empathize with you to one extent. However, in today’s life, there is really only one answer from my point of view. “Suck it up princess”, and be thankful you have a job. There are enough people out there that would kill for your job (not caring what title/position you have). If you are not happy with your current position, it’s probably best to speak up. But beware. It might be a good idea to have another job lined up somewhere else as some employers will tell you, “If you don’t like it, there’s the door”. Unemployment is so high right now that workers come “a dime a dozen”, and plenty of people are overly willing to do any job, no matter the position or the pay.

Key Questions

In reply to Hired for one position / performing another

You have in interesting opportunity here. Your company apparently has a need for project management, and you have been identified as being able to take that on. The first question is “are you interested in project management?” If so, talk to your manager, his/her boss, and HR about what is required to be promoted into a project manager position. Key things for you to look at are developing your skills as necessary and currently performing effectively as a project manager. If you are fully capable and effective as a project manager, they should understand the need to stop calling and paying you as something else.

will set your career path in this company

In reply to Hired for one position / performing another

My advice would be to tell your boss that you would like the new position defined so that you can measure your performance per their expectations. A vaguely defined position leaves an opening for misunderstanding – upper management may see the position as something other than you do, and you could suffer because of that.
On the other hand, it sounds like your position is turning out to be grander that what you were hired for. I had the opposite experience, and it was humiliating and frustrating.

Good luck!

High Credibility

In reply to Hired for one position / performing another

I would say that this is a good opportunity for you to move up to the ranks. The fact that the company is already thinking about making you a leader shows that the company has high remarks for your credibilty and they they think they can utilize your leadership skills to enhance the competitive nature of the comapny. I would say you go for it.

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