Conference 7.286::digital

It seems to be pretty much standard practice in DEC to usually transfer people
at their current position and let them prove themselves in the new position
before promoting them.

The req is not the offer.  You applied for the position and got it.

What you might want to do is write a memo (do this in writing) to your new
supervisor, accepting the position, but noting that the opening he had was
for a Sr. M.E., and hoping that you will quickly prove yourself to be ready
for promotion.

About the only other thing you can do is try to get your old supervisor to
promote you based on your performance in your old position before you leave,
and get the job offer to accept the promotion.

/john

    RE .2
    
    	I don't belive so...me II is a level 6 and senior M.E is a 
    	levl 8.
    
    	D.F

    John is (to my experience) correct in .1. My understanding is that
    company policy only allows transfers within the company at the same
    salary and level, so that people don't play musical groups for the
    wrong reasons. This gets interesting where an individual is
    tranferring to a position in a different area, where the job
    descriptions are different and don't match up exactly. It is then at
    the discretion of the hiring group to determine which job title in
    their organization is appropriate for the offer.
    
    

	It is possible to get a promotion out of a transfer -- I know
because it happened to me.  When I moved from Software Services
to Ed Services I went from a Software Specialist III to Education
Specialist IV.  My offer letter even included the phrase, "This is
a promotional transfer".  My salary did *not* change, however.

Frank

    .-1 is correct.  It is possible to get promoted on an internal transfer
    if you are clearly qualified for the new job level; however, in
    practice, it's not done very often.
    
    Salary is a different matter - your salary plan (timing+amount)
    comes over from your old cost center as is.  Your new group has
    to either get exceptions made or you wait till the next salary planning
    cycle to get a salary corresponding to your new job code.***
    
    *** Exception: If you are non-exempt and your promotion would make
    your salary lower than the MINIMUM for the new job code, then the
    company must correct fairly immediately.  If you are exempt (WC4),
    the company has 6 months to bring your salary to at least the new
    minimum.
    
    Jim (Ex-Manager)

    Thanks for all the replies. Just to make things clear, I did not
    expect a salary increase. I understand how that works. But I did
    expect the promotion at the time of transfer. That's why I accepted
    the offer. If I had been told prior to getting the offer that the
    promotion was not part of the deal, I may not of accepted. I had
    already turned down one other offer because of the lack of the
    promotion. The bottom line is that I feel the hiring mgr. should
    discuss things like this with the candidate BEFORE an offer is made.
    
    			Thanks again for your responses, Dave

    
    First of all,  what does M.E. stand for?
    I am an M.E. II.  "M.E." in my instance means "Manufacturing Engineer".
    It could mean "Mechanical Engineer" elsewhere.
    My job code is Q06.   The job code for "Senior Manufacturing Engineer"
    is Q18.
    
    You are absolutely right.  It is only common courtesy for the hiring
    manager to discuss the job title with you before the offer is made.
    But you also have a responsibility to inquire about such things
    as title, salary, etc. during your interview.  You also have the
    right to inquire about all that NOW, before you accept the offer,
    and you'd be unfair to yourself if you didn't ask about it!
    
    There is, after all, a possibility that a mistake was made.

    
    -Don Montgomery-

    It is common practice to cut the req at the level of the person
    it is replacing...or if it is a new position, as high as you can
    justify.  It's very difficult to get a req upgraded if you find
    someone at a higher level than the req.
    
    This practice does create the *image* of false advertising, however.
    To counter that problem, hiring managers usually (should) make it
    clear specifically what the offer is for before the formal offer 
    letter goes out.  If your hiring manager didn't do that I would
    advise letting him/her know that the offer didn't match your
    expectations.  Not so much to get you the higher level (but maybe
    it's worth a shot) but to make sure he/she realizes that a mistake
    was made by an omission of information.  Maybe you can help the
    next person that gets hired by that manager.  Another reason to
    mention it is to clear the air, so to speak, before you start. 
    This might leave a knot in your stomach for a while unless you discuss
    it with your new manager.
    

re .7
    
>    Salary is a different matter - your salary plan (timing+amount)
>    comes over from your old cost center as is.  

How is this different from leveling, which apart from exceptions also
comes over as it is?

Dave.

    M.E. within CSSE stands for "Maintainability Engineer".
    
    .5 is inaccurate for European CSSE as regards grades/titles.
    
    M.E. is T6, Senior M.E. is T7 and Principal M.E. is T8 here.