New Employee Promoted Over the Longer Term Employees

New Employee Promoted Over the Longer Term EmployeesNew Employee Promoted Over the Longer Term EmployeesAn employee who has worked for a non-profit agency for a year wonders about the fairness, legality, and impact on employee morale of an agency decision to promote a new employee over longer-term employees. He says that the job posting, along with job postings for the same job title since that time, stated that a bachelors degree was required. The employee asking the question has a bachelors degree. The employee adds that since he was hired, anotzu sich rolle who did not have a bachelors degreewas hired to perform the same job title. This person only has an associate in arts degree and has been with the agency for approximately four months. This person has less education, experience, and qualifications than the other employees in the agency, however, this employee was recently promoted to a supervisor position. No notice was posted that a supervisor position was opening and, apparen tly, no other employees were considered for the promotion. The supervisor who held the position prior to this was promoted to a newly created position. Recognizing that the employer does not have to post position openings, but can they legally hire and promote an employee who is less qualified than other workers? Aso, in case you were wondering, you can assume that the other workers do not have any negative performance issues. Companies May Hire and Promote Employees Without Oversight The fast answer to this persons question is Yes. Companies can hire whomever they wish to hire and promote employees in the same way. The only exceptions to this involve professions that involve licensing (you cant hire a surgeon who isnt a licensed doctor) or if you have specific contractual requirements, as in a union-represented workplace. But, breaking down each of your additional questions should provide the answers you need. Assumptions to Make While Reviewing Each Response First, you sai d the assumption should be made that the other workers dont have any negative performance issues, and thats fair. But, you need to pause a minute and assume that the decision makers at your agency are rational people who want to get the job done and the clients served well. So, with these two assumptions in mind. Here are your questions and the answers. Why did they hire a person who wasnt qualified? Employers and employees all have a strange vision of what the word qualified means. Often its a list of tasks and duties in a job description that includes the required degrees or certificates. But since you said that this job requires a bachelors degree, and not, say, a bachelor of science in chemical engineering, its highly likely that no specific skill is needed for the job that would manifest itself in the degree required. Often people use the required degree as a proxy for general characteristics, such as exhibiting the maturity to stick to a task or process, having the ability to write coherent reports, and having an understanding of how to do research. If the local state university hands you a degree, the employer can check those items off the requirements list. The degree says that you have them. If you dont have the degree, they have to dig a little deeper to find out if you can do those required duties. So its entirely possible that this new hire has all of those skills that a degree would rubber stamp and just lacks the degree. Why was no notice given of an open position? As you said, no other people were considered for this role, so why post? If the hiring manager had already decided who she wanted in the role, posting the position would have been a waste of everyones time. If the employer knows who will get the job, why go through applications and bewerbungsgesprch people who never had a chance at the job. If you were applying from outside, wouldnt you be unhappy that youd taken a day off work (or if you were unemployed, gotten your hopes up and p aid for a babysitter) so that you could interview for a job you had no chance of getting? In this situation, no opening really exists for internal or external candidates. Why promote the person who has the least experience? The reality is that the employer may be making a very smart move. Often, employees think promotions to supervisory positions are a reward for a job well done. Logic exists for this employee belief- after all, you dont want an employee managing a position in a situation in which they know nothing about the job duties and challenges. But managing people requires a very, very different skill set than doing a task. Smart companies recognize this and put people who have supervisory skills and talent into management roles instead of just promoting the person who is best at doing the work. Its quite possible that this person was hired precisely because she had the aptitude to manage and possibly experience about which you know nothing. Is promoting a new employee over e xisting employees wise? Yes and no. The problem isnt that the employer hired an employee who has different qualifications than the other people in the department- its how the existing staff feels about the new colleagues promotion. Its really demoralizing when youve worked hard, and the person who has been there for four months gets the promotion. For this (and other) reasons, companies often have a extremum length of time you have to work in a position before you can receive a promotion or transfer- in many cases six months. Your organization would have been wiser to hire this new person directly into the supervisory role rather than first hiring her and then promoting her. The senior managers could have introduced her as Jane, who has great management skills, and were really excited about finding her instead of Jane, your new coworker- now shes your new boss. What should the other employees do about the new coworkers promotion? Well, if youre happy in your job, just keep working. Support your new supervisor in her new role. Remember, she didnt choose to put herself in that position, so dont blame her. If you really want to move up in your organization, its time to ask what you need to work on. It is recommended that you go to your former supervisor (not the newly promoted one) and say, Im really interested in moving into a management role. Can you help me figure out what skills I need to work on to earn a promotion into a management role? Notice, you do not say, Why did you promote Jane? Ive been here three years and my reviews are awesome. She doesnt even have the degree required. Focus on your own skills. You may find out that you really need to learn better communication skills or that your organizational skills need to become stronger. Your manager may be surprised that you want to move up into a management role. Remember, bosses arent mind-readers and they often draw conclusions that are false. And, what if your leadership team isnt rational? Unfortunat ely, this is a possibility as well. Your new supervisor could be the big bosss niece, or she could have been on the same cheerleading squad in high school, or the senior leadership team could be making an ill-conceived, poor decision. But if any of those situations are true, you would notice bad management in all areas of the business, not just in this one new hire. Regardless of the circumstances of the current promotion decision, its important for an employee to always approach business issues from the idea that the person making the decision is doing what they think is best. Take the time to look for the positive reasons for your employers actions before complaining. - - - - - - - - - - - - Suzanne Lucas is a freelance journalist specializing in Human Resources. Suzannes work has been featured on notes publications including Forbes, CBS, Business Insider and Yahoo.

Got a New Job But Changed Your Mind Heres What to Do

Got a New Job But Changed Your Mind Heres What to DoGot a New Job But Changed Your Mind Heres What to DoThis scenario gives new meaning to the saying, Awkward Youve just spent the past few months convincing a hiring team that youre the perfect fit, and now youve got a new job. Youve told your recruiter, the manager, and a group that you thought were soon-to-be-teammates that you cant wait to work with them. Youve accepted the job offer- either verbally or in writing- that you competed hard to win. But now, youve decided that you dont want to take the position after all.What do you do now?The first thing is, take a deep breath and dont panic. Yes, its a difficult situation, but its not an impossible one. And depending on how far down the road youve gone with your negotiations and acceptance, it may still be appropriate to pull out.In fact, if you know for certain that you dont want the job, its probably better to tell the employer sooner rather than later. Once youve officially starte d your job, even more time and resources will be spent on your training and on-boarding than have already been spent on your recruitment and hiring.So accepting the post and then quitting soon after is not necessarily a better choice, or one that will endear you more to the company.Consider this advice about what to do in three different scenarios if youve got a new job but changed your mindHave you accepted the offer verbally?The best-case scenario for reneging on your acceptance of a job offer is if you only said yes verbally. Perhaps you got ahead of yourself in excitement about being extended the opportunity, and told the recruiter or hiring manager that you cant wait to start. But then, after you returned home, you did some research into the companys benefits package and culture, and suddenly got cold feet about taking the job. The contract is scheduled to come your way tomorrow- you havent signed anything yet. Are you locked in, or can you politely decline?The answer is that w hile its certainly not ideal to reject the job offer after giving the team a verbal acceptance, youre not bound to take it if you havent signed an employment contract. Yes, it will be disappointing to the hiring team, but it wont be seen as a breach of contract. A verbal acceptance doesnt hold as much weight as a written one, and declining the position at this stage wont likely burn any bridges, as long as you express your sincere appreciation for the opportunity and give a good reason for your change of heart.Have you said yes in writing?If youve given a written yes to a job offer- say in an email or text with your recruiter- does that count as a binding contract? The answer is, while youve taken it one step further by putting in writing your intent to join the company, if you havent signed an employment contract, you arent legally bound to take the job. Uncomfortable to say no now? Yes. Breach of contract? Probably not.Have you signed an employment contract?This is where things st art to get more complicated. Every companys employment contract will differ in its particulars, but generally, once youve signed a contract, you may be legally bound to accept the position. That doesnt mean, however, that there is no way out. Talk to your recruiter or the hiring manager about your predicament. If you have a valid reason for needing to decline the job now- such as a family emergency or health issue that has arisen unexpectedly- the employer may be accommodating to your situation. Just be sure that when you say no at this stage, you really mean no- because its likely that you wont be considered for a future opportunity with this employer, even if you have a valid excuse for opting out.Think long and hard before declining a position that youve already accepted. You dont want to take a job or join a company that youve decided isnt right for you- but you should be aware of the potential consequences of saying no at the 11th hour, after youve already formally accepted a p osition.

Army Aviation Medical Standards and Flight Physicals

Army Aviation Medical Standards and Flight PhysicalsArmy Aviation Medical Standards and Flight PhysicalsYou must be able to pass an Army flight physical if you are a pilot, non-rated air crewmember, or an air besucherzahlen controller. If you have a disqualifying medical condition, you wont be able to fly for the Army. The restrictions are set out in Army Regulation 40501 Medical Services Standards of Medical Fitness. The steuerung covers who must pass a flying duty medical exam (FDME), who can perform the exams, and the medical fitness standards in detail. Classes for Fitness for Flying Duty Standards The medical fitness standards and requirements for flight physicals apply not only to Army personnelbut also to civilian contractors and air traffic controllers. These are defined in four classes. Class 1 Warrant officer candidate, commissioned officer or cadet. Applies to applicants for aviator training, applicants for special flight training programsand non-U.S. Army personnel se lected for training at aircraft controls.Class 2 Student aviators after beginning training, rated Army aviators, DAC pilots, contractor pilots (unless they have an FAA Class 2 Medical Certificate), Army aviators returning to aviation service, other non-U.S. Army personnel.Class 2F/2P Flight surgeons, APAs, AMNPs, those applying for or enrolled in the Army Flight Surgeon Primary Course. Class 3 Non-rated crewmembers, nonrated medical personnel selected for aeromedical training, soldiers and civilians who participate in regular flights in Army aircraft but who do not operate aircraft flight controls, Army civilian contractor non-rated crewmembers who do not have an FAA Class 3 Medical Certificate or DD gestalt 2992.Class 4 Military air traffic controllers (ATC), civilian ATCs who are required to meet Class IV OPM standards. Flying Duty Medical Exams - Flight Physicals The exams are performed by U.S. military or civilian flight surgeons, aeromedical physician assistants (APA), avia tion medicine nurse practitioners (AMNP), or aviation medical examiners (AME). If no aeromedical trained staff is available, the exam can be reviewed and signed by a flight surgeon. DD Forms 2808, DD Form 2807-1 or DA Form 4497 are required. The full requirements are laid out in Chapter 6 of Army Regulation 40-501. A comprehensive flying duty medical exam is done every five years up to age 50 for personnel in classes 2/2F/3/4. After age 50, it is required annually. They are also completed after any Class A and B mishap. An Interim FDME is performed in the years that the comprehensive FDME isnt required. Medical Fitness Standards for Flying Duty Chapter 2 of Army Regulation 40-501 lists the physical standards for enlistment, appointment or induction. It covers many conditions that would exclude military service. These standards also apply to serving personnel who may develop conditions after enlistment. Chapter 4 of Army Regulation 40-501 lists the conditions and physical defects that can lead to rejection in selection, training, and retention of Army aviators and contract pilots, flight surgeons and other aeromedical team members, air traffic controllers, nonrated aircrew and unmanned aerial systems operators. General Military Medical Standards The standards for fitness for flying duty may be even more restrictive than these general military medical standards. Check here, then check the specific standards for your class. Abdominal and GI ConditionsBlood and Blood-Forming Tissue DiseasesDentalEars and HearingEndocrine and Metabolic DisordersUpper ExtremitiesLower ExtremitiesMiscellaneous Conditions of the ExtremitiesMental HealthEyes and vision General and Miscellaneous Conditions and DefectsGenitalia and Reproductive OrgansHeadHeart and Vascular System Height and WeightLungs, Chest Wall, Pleura, and MediastinumNeurological DisordersNose, Sinuses, and LarynxSkin and Cellular TissuesSpine and Sacroiliac JointsSystemic Diseases Urinary System