Changes in Personnel Status: Transfer ,Promotion,

Demotion, and Separation

Casumpang, maeBernal , AizelDayao, Shyla Jean

Why study Changes in Personnel status?

• To know what are the possible changes in the employee status and causes of these changes from the time he is hired until termination or retirement.

• To understand the procedure of Promotion, Transfer, Demotion and Separation.

• To understand provision of law regarding this changes in the status of an employee.

• A change in employment is effected by a personnel action generated by the Human Resources Department upon receipt of a written request from an authorized representative of a department telling of the intended change in an employee's status.

• Such forms or memoranda should include the old and new information, and the date on which such changes should become effective.

JOB PROGRESSIONHierarchy of jobs a new-employee

might experience ranging from a starting job to jobs that successively require more knowledge and or skill.

CAREER PATHSLines of advancement in an

occupational field within an organization.

a full-time employeea part-time employeea casual employeea probationary employeea junior employeea permanent employeea fixed-term employeea contractora pieceworkeran outworkeran apprenticea trainee

Employment Status

Employment Status

 entry-level Job - is a job that is normally designed or designated for recent graduates of a given discipline, and does not require prior experience in the field or profession.

A trainee - undertakes a combination of structured training and work. The flexibility of traineeships means wage rates and employment conditions vary depending on the type of traineeship.A casual employee - works on an hourly or daily basis, and in most cases for fewer hours per week than the ordinary weekly working hours of a full-time employee

A probationary employee - is one who, for a given period of time, is being observed and evaluated to determine whether or not he is qualified for permanent employmentPermanent employees or regular employees - work for a single employer and are paid directly by that employer. In addition to their wages, they often receive benefits like subsidized health care, paid vacations, holidays, sick time, or contributions to a retirement plan.

Changes in Personnel status:1. Transfer

Is take place when one employee moved from one Of equivalent rank, or the same pay class on the firm.

• It is the change of duties, even in pay.• It is with in the same department or unit• It indicates change of work position or work.

Unit in other geographical location in the same organization.

Transfer should be set in order to set Uniformity of this matter with in the organization

who should be responsible for effecting transfers? Who should initiate transfer?Whom should be approach if someone wishes for a transfer? How should the seniority of employee affects transfer?

REASON FOR TRANSFER Employees talents and training may bePut to more effective use.

Encouraging versatility and flexibility among employees.

Utilized training employees for advancement or in preparing for the promotion.

Personal needs or preferences of the employee.

Remedial Transfer is a kind of shifting employee to other job where he perform better.

Advantage of Transfer in Operational needs of the Department

1. Business expansion2. retrenchment because of poor

business.3. Erroneous placement4. The need of departmental

personnel during peak season.5. The need to absorb personnel

during slack period.6. The need to protect health and

safety of employee.

Kinds of Transfers

1. Temporary – due to temporary absence of personnel.

Ex: Sickness, vacation leave, shift in work load during peak season.

2. Permanent Transfer – usually to fill vacancies requiring the special skill or ability of an employee being transferred.

2. PROMOTION

•Is the movement of employee from one position to another of a higher level.

•Involving difficult duties and heavy responsibilities, and carrying higher pay, higher status and better privileges.

Reason for Employee PromotionOne of the best incentives for employees to give their maximum effort and loyalty to the firm is to give recognition and reward for a good performance.

Ways which good performance will be rewarded: salary increase special commendation promotion to higher position

FACTORS IN PROMOTION

Records of attendance and performance

Potential Ability Letter of Recommendations

Seniority Rule – basing rights base on length of service.

• Is a basis for promotion, lay off, rehiring, transfer and other action that have a bearing in change of personnel status.

3. DEMOTION

A demotion occurs when a classified employee (“employee”) is reassigned to a position with a salary range that is lower than the salary range of the former position.  A demotion may occur when:

·     an individual is assigned to a position that requires performing accountabilities of significantly decreased complexity or responsibility; or due to age, poor health.

    the employee was unable to perform satisfactorily in the higher-level position; or 

  the employee’s request for a demotion is approved; or 

  as a result of a reorganization, if the reorganization results in a reduction-in-force.

or as a result of disciplinary action, due to misconduct, violating policy, procedure or proved guilty.  

Process of Demotion: 

1.      All demotions must be discussed with Human Resource Services (HRS) prior to communicating any information to employees.

2.      If the demotion is at the employee’s request, a written letter from the employee requesting the demotion action will be required if the position wasn’t posted. 

3.      If the demotion action is a result of disciplinary action. 

4.      When considering a demotion, the department must ensure that there is a valid budget line and/or position that the employee will be occupying. 

5.      All demotions must be approved by respective Director/Vice President and HRS. 

Salary Adjustments for Demotions: 

1.      If the demotion occurred because the employee was unable to perform satisfactorily in the higher–level position, the result of disciplinary action, or at the employee’s request, the employee’s salary should be decreased to no more than the maximum of the new salary range.

2.      If the demotion occurred as a result of a reorganization and not because of the employee’s performance and the employee’s salary is above the maximum of the new salary range, then the employee’s salary should be “red circled” until the maximum of the salary range is increased and exceeds the employee’s salary.

4. SEPARATION

Separation is the termination of employment as a result of resignation, layoff, or discharge.

Resignation or Quit – is the voluntary separation and voluntary initiated by employee.

Causes of Voluntary Resignation

Dissatisfaction of wage and working condition Mis understanding with supervisors or fellow workers. Inconvenient work hours among chief reasons. Better opportunity outside other reasons such as personal nature, family factors, physical and health condition and desire to continue studies.

Layoff Redundancy in the UK, is the temporary suspension or permanent termination of employment of an employee or downsizing the number of employee.

Originally the term layoff referred exclusively to a temporary interruption in work, as when factory work cyclically falls off.

TERMINATION1. Involuntary Termination or Laid off2. Fired or voluntary termination- due to employee misconduct

Just causes for termination under the Labor Code is found in Article 282 and enumerated here as follows:

Serious misconduct. Is an improper conduct willful in character and of such grave nature that transgressed some established and definite rule of action in relation to the employee’s work.

Willful disobedience to lawful orders. The employees are bound to follow reasonable and lawful orders of the employer which are in connection with their work. Failure to do so may be a ground for dismissal or other disciplinary action.

Gross and habitual neglect of duties. Gross negligence has been defined as the want or absence of or failure to exercise slight care or diligence, or the entire absence of care. It evinces a thoughtless disregard of consequences without exerting any effort to avoid them.

Causes of Termination….

Fraud or willful breach of trust. Fraud is any act, omission, or concealment which involves a breach of legal duty, trust, or confidence justly reposed and is injurious to another.Commission of a crime or offense. Commission of a crime or offense by the employee against his employer or any immediate member of his family or his duly authorized representative, is a just cause for termination of employment.Analogous causes. Other causes analogous to the above grounds may also be a just cause for termination of employment.

Example:• Abandonment• gross inefficiency• Disloyalty/ Conflict of interest• Dishonesty

•NoteTerminated employee is not titled to separation benefits.

Why termination must be done properly?

Cost Termination – It can be costly to exercise, it involve Direct and Indirect cost.

Direct Cost – Payments for accruals for unused leave, long service leave, careers leave.

• Payment of service in salary lieu of employee working the usual period of notice.• Payment of severance pay- pay according to formula relating to years of service.• Cost hiring outplacements for consultant.• Payment of superannuation contribution made by employee.

Indirect Cost

• Administrative cost•Time cost• loss of work output• Lower levels of productivity and quality

Factors need to consider in change of Personnel statusMENTORING

- executives who coach, advise, and encourage individuals of lesser rank

FUNCTIONS: Concerned with the career advancement and psychological aspects of the person being mentored.

CAREER COUNSELING- process of discussing with employees their current job activities and performance, their personal career interest and goals, their personal skills and suitable career development objectives.

TURN OVER- occurs when employees voluntarily leave their jobs and must be replaced.- it is expressed as an annual percentage of work force.

AdministrativeOperationalFinancial

Domo Arigato

Gusaimasu!!!!

MAE AizellShyla