When to ask for review

SSW83

Hi all,
I'm hoping to get peoples opinions on my situation. Earlier this year I was made redundant but was lucky enough to find a new job rather quickly. I made my new employer aware of my situation during the interview. They offered me the position and said the sooner I could start the better, owing to a senior member of the department taking a "step back" from the business - reducing his hours to wind down for retirement. The salary offered was just less than the middle of the range. I didnt have to, but I started before the redundancy period was up, forfeiting my redundancy pay.
My 6 month probation period is about to end and during this time my role has become clearer:
* It became apparent that I was to be a direct replacement for the senior member of staff. 
* The senior staff member retired much earlier than originally intended (2 months ago).
* I assumed in the interview I would be a member of a team, but in reality I am solely responsible for my department.
* I have just been informed that the company is to take on a graduate for a fixed term contract, and that I will supervise him/her.
* I am working at least 5 hours per week over my required hours (I dont get paid overtime) to keep up with the workload. I'm happy to do this.
* My contract states yearly reviews and bonuses, but in reality these don't happen.
I really enjoy the job and the responsibility. It has boosted my confidence in my abilities enormously, though i still feel a bit of an imposter despite my experience (longstanding issue). My dilemma is that once my formal review for probation happens my notice period increases from 1 month to 3 months, weakening my negotiating position. Should I indicate I am looking for a pay review ahead of the formal review, or just bring it up during? How would people approach this?

Thanks.

getmore4less

Were you in your statutory notice period when you left,  if you were or could have got there you could have issued counternotce to try an retain the redundancy payment.

Should be constant review especially during the initial phases of a 6 month probation senior job as the true nature of the role develops, the retirement was a ideal time to instigate a review, what happens next and what is expected going forward setting objectives and expectations.

Do it go over the current position outline what extra value you are a bringing to the company what additional value you can bring going forward.  Do not mention you are working longer hours it is about the achievements and exceeding expectations.

Dox

SSW83 said:

I didnt have to, but I started before the redundancy period was up, forfeiting my redundancy pay.

Why?

SSW83 said:

My 6 month probation period is about to end and during this time my role has become clearer:

* My contract states yearly reviews and bonuses, but in reality these don't happen.
My dilemma is that once my formal review for probation happens my notice period increases from 1 month to 3 months, weakening my negotiating position. Should I indicate I am looking for a pay review ahead of the formal review, or just bring it up during? How would people approach this?

How do you know it isn't going to happen if you've been there for under 6 months? Definitely one to bring up at your formal review. 

Not sure why you think the increase in notice period weakens your negotiating position, provided it is 3 months on both sides.

TELLIT01

6 months in seems a reasonable amount of time to request a review, particularly if the job has greater levels of responsibility than you were led to expect at the interview.  I echo Dox question about how do you know annual reviews don't take place if you've only been there 6 months.  If it's from other people in the workplace, don't believe all you hear.  Reviews can take place without an individual being directly involved e.g. from management feedback and any 1-2-1 reviews during the year.