I was promised a promotion but now the company is using delaying tactics

SapphireFlames

I've been in my current role for over 2 years now, working as a junior web developer (server-side). It was stated in my original offer letter that they didn't think I was quite ready to take on the "mid-level" web developer role which was advertised, but that they wanted to take me on as a junior web developer, working towards the mid-level role. There are 3 levels: junior, mid-level and senior.

At my annual appraisal at the end of last year, I said to my manager that I feel much more confident in the role, and that during 2014 I'd like to be considered for promotion to a mid-level developer role. My manager agreed that my skills had improved, and he said that I could be considered for promotion in August 2014. Clearly this hasn't happened, as otherwise I wouldn't be sitting here writing this message.

In my last fortnightly 1:1 meeting with my manager (when it was still August), I brought up the subject again, and he said that the promotion is extremely unlikely to take place that month. He said that himself and possibly the other senior managers in the IT department would need to draw up criteria for what constitutes a mid-level developer role, and then they'd need to hold a meeting to determine whether I've met that criteria.

I'm a bit sceptical about that, because there is already a mid-level developer in our team who does very similar work to me. Furthermore, when the jobs were originally advertised, surely they must have had some criteria for what constitutes junior, mid-level and senior? Otherwise how would they have known to hire me as a junior rather than a mid-level employee? 2 other server-side web developers joined the team earlier this year, but I'm unsure what level they are - I haven't been told and I'm a bit afraid to ask.

Another thing which makes me feel a bit suspicious is that one of the front-end web developers in our team was promoted from junior to mid-level just a couple of weeks ago. His situation is a bit different though, firstly because they use different programming languages and also because his promotion was the result of one of the mid-level front-end developers leaving the company (he left of his own accord, having found another job elsewhere). In other words, the leaver's mid-level role was advertised, and this junior team member applied for the role, had an interview and was offered the mid-level role.

Does this mean I have to wait until one of the mid-level server-side developers leaves until I can be promoted to mid-level? I get on well with everyone in the team and I don't want anyone to leave. Is there anything I can do about this? I feel like I've been promised something that hasn't materialised, and that now the company is trying to delay the promotion. I'm also a bit concerned that the company might be trying to get out of promoting me - I am quieter than a lot of the other team members and probably less assertive.

ohreally

SapphireFlames wrote: »

There are 3 levels: junior, mid-level and senior

SapphireFlames wrote: »

He said that himself and possibly the other senior managers in the IT department would need to draw up criteria for what constitutes a mid-level developer role, and then they'd need to hold a meeting to determine whether I've met that criteria.

Now why would they inform you they need to draw up something that already exists?

Takeaway_Addict

Where did they promise to the promotion? They said they would consider it, nothing more. If you want promotions you need to move company

Errata

Bottom line - if there's no vacancy, there's nowhere you can be promoted to.

bazzyb

SapphireFlames wrote: »

considered for promotion

These are the key words here. Being considered for promotion, and actually being promoted, are two different things.

getmore4less

Either you are ready or not, you manager should be supporting this move and if not ready helping you with the experience needed.

Chances are there is no budget money or he is saving/paying it to someone else.

You need to be much more proactive waiting till Aug was a mistake start hassling on a regular basis. Get on the important project so more senior people see you doing good stuff, be ready to fire fight once a senior person is aware of issues.
It is all about visibility so you manager has an easy job recommending the promotion, if not visible he has to do more work to justify it.


Also start looking for another job and get some interviews for a better paid position.

In this industry you need to network, good people migrate to good companies and can take good people with them over time, so develop a social/work network and keep in touch with those that leave.

getmore4less

Errata wrote: »

Bottom line - if there's no vacancy, there's nowhere you can be promoted to.

Not all places work like that,

Good ones treat the technical side based on merit and contribution and don't pay games with the skill mix and numbers.

They will need to find the budget but that does not have to be vacancy driven.

A team of better people just get tighter deadlines and should be producing higher quality work needing less rework.

BritishBibliophile

It's possible that they may need to rewrite the normal job description because they know they don't have enough work for an extra mid-level person, so they need to find a way to give you the extra responsibilities that come with the role.

It may also depend on the HR policies on where you work. As getmore4less said above, some places do try their best to promote talented team members who have developed their skills to the point where they qualify for the next step up. But some companies have policies that state that jobs need to be advertised across the company, to give other people a chance at promotion. Your boss may also be having to argue for the pay increase side of things, if a more senior manager doesn't want to expand the department's wage bill then your boss will need to persuade him otherwise.

Frankly I'd give it a few months, which I know isn't what you want to hear, but these things can move slowly. Start looking around for new jobs after Christmas so you know there's other options out there, and then if your annual review still sees procrastination over a promotion then you know you have other options out there that you can start applying for.