this thread has now finished thank you all for your replies

jobbingmusician

I'm not at all disputing that a Grievance is formal. However, I try to live by the maxim which goes something like 'never ascribe to malice that which can be explained by incompetence'. In this case it is possible that the OP has simply been overlooked, or has not demonstrated how important her career progression is to her. (Or him. But I bet it's a her.) A grievance will not only put their POV, but will also show the effect that this decision has had on their morale. And *should* throw some windows open if the OP has, indeed, been treated unfairly. Those windows bother me, because otherwise they stay closed and no-one is necessarily privy to the promises which were made to the OP by another member of staff who has now reneged on them.

I suppose that what I am saying falls into two bits, really.

1. Sort out the mire at your current job by raising a grievance. Or don't, and just leave ASAP. (I really want to open those windows, but do appreciate that Sangie's advice is generally better than mine.)

2. Do some work, and have some thoughts, on how you put a very positive spin on your current post to contribute to your applications for a new, better, job.

sangie595

If that is all this is intended to do, have a chat. Not a grievance. Once this goes formal, then the OP will need to start looking for a job anyway - the last thing a grievance will do is get them the job. But I will say this again, just so it is clear - "promises" of promotion or jobs in the future are worthless, and there is nothing "wrong" here. The fault, if any, is that such a promise was made; assuming it was because there may well be different versions of what that "promise" meant.

And that, I think, it's possibly the crux. There are always different points of view. I've been in enough performance management reviews to know that my member is always perfectly good, if not outstanding, at their job, works hard, and does a really great job. It's their managers fault because they hate them / bully them or want them gone. Sometimes that version is true. Sometimes, when I see the records, I have to check it's the same person because their performance is so bad I'm not sure it is! And more often than not, there's a middle point. Maybe the potential the manager saw in the OP hasn't been realised. Maybe there's a personality clash. Maybe the OP did raise all those ideas - but badly, so the question is not ability but approach or attitude. Maybe the manager is a little threatened. Maybe it's all of those things and ten more! But as I have to say frequently, unpalatable although some people find it, there is only one point of view that matters - the employers. It's their business, it's their opinion.

I don't particularly like the fact, but we live in a capitalist society where the economic and social structure reflects the dominance of profit. That holds as true in the health and public sector worlds as it does in business. Employment law takes an edge off that. But it is only an edge. It controls the worst excesses, not the excesses overall. So I'm afraid that the employer is entitled to their point of view that the OP is not the person for the job, and that there is no recourse for the OP to hold them to what they believed they were promised. Whether that promise existed or not, it doesn't now.

And one last point - if the OP decides to raise this with the doctor, over her managers head, which is a bad idea in my opinion, but..... Don't say that the reason they make mistakes is because they didn't make them the doctor did!

Fireflyaway

I can see why you feel disappointed and a bit used but I don't think raising a grievance would achieve much. There was no formal agreement that stated that you would be promoted / given a pay increase after a certain time or upon meeting certain criteria, so the lady you mention many have led you to believe certain things but I don't see that they are enforceable. The fact you have repeatedly asked for an appraisal and its fallen on deaf ears doesn't bode well.
I think I'd be looking elsewhere. Sounds like this place is behind the times and realistically it doesn't seem that they view you as the one to step up. Whether that's a miscommunication, they might assume you are not interested, they might not see you as the right candidate for whatever reason or are just focused on doing things a certain way.
You deserve to be listened to and paid fairly so go somewhere where that's going to happen.

scd3scd4

I live by a simple rule and I say the same thing to my wife. Get it in writing or assume it could never happen. Managers move, leave get promoted and a few lie.

Dont really sound like a fantastic job to me............move on and find a job you will be valued in.