Temporary promotion policy
Temporary promotion policy
Version 1, April 2008
© Becta 2008
http://www.becta.org.uk
page 1 of 8
Becta | Temporary promotion policy
Contents
Introduction .............................................................................................................. 3
Scope ........................................................................................................................ 3
Principles .................................................................................................................. 3
Duties and responsibilities...................................................................................... 4
Definition and period of temporary promotion ...................................................... 4
Selection procedure for temporary promotion ...................................................... 4
Pay and conditions .................................................................................................. 5
Performance/conduct during a period of temporary promotion .......................... 6
Promotion after a period of temporary promotion ................................................ 6
Proposal for temporary promotion appointment................................................... 7
Version 1, April 2008
© Becta 2008
http://www.becta.org.uk
page 2 of 8
Becta | Temporary promotion policy
Introduction
Becta recognises that all employees are generally capable and flexible enough to
undertake additional duties for limited periods at both a lower and higher level within
the scope of their individual job role and capability to support the needs of the
business and promote teamwork without financial reward (eg covering for short term
sickness, annual leave etc). However, it is also recognised that in some cases it will
be necessary to cover a post at a higher level for a specified period of time and that
it can be advantageous to both the employee in terms of career development, and to
Becta in terms of continuity for a member of staff to “act up” into the higher tier post.
The purpose of this policy is to reward staff in a fair and consistent manner across
the organisation when they take on the responsibilities of a more senior role or when
they take on additional duties for a temporary period. For example:





To cover long-term staff sickness.
To cover sabbatical leave
To cover a gap between a member of staff leaving and a new employee
being recruited.
To provide maternity leave cover.
To temporarily take on a level of responsibility over and above the normal
responsibilities for the employee’s grade.
Scope
This policy applies to all employees who work under a contract of employment with
Becta and who have successfully completed a period of 6 months probation.
Principles
The principles underlying this policy are that:





Selection for acting-up will be achieved through a transparent, fair and
consistent process
Employees offered an acting-up post must be capable of working
independently at the higher level and be performing satisfactorily in their
substantive post
Employees should be fairly rewarded when acting-up into a higher
tier/grade
An employee will not be allowed to act-up into a post which is more than
two tiers above their substantive tier/grade
Payment for temporary promotion will be made at the level specified and
will be non-negotiable
Version 1, April 2008
© Becta 2008
http://www.becta.org.uk
page 3 of 8
Becta | Temporary promotion policy
Duties and responsibilities
Managers are responsible for ensuring that this policy is applied effectively and
consistently across Becta and for ensuring that appropriate documentation is
completed and signed off by the appropriate Director and submitted to HR.
The Head of Human Resources is responsible for ensuring that the policy is fairly
and consistently applied and for the maintenance, regular review and updating of the
policy. PCS will be consulted on any changes, which can only be implemented after
approval of Becta’s Executive Committee
Definition and period of temporary promotion
“Temporary promotion” is defined as undertaking the full range of duties and
responsibilities of a post at a higher tier than your substantive tier, for a minimum
period of 3 months up to a maximum of 12 months. This maximum period will only
be extended in exceptional circumstances, and only with the prior approval of the
Executive Director of Business Delivery and Organisational Development
Selection procedure for temporary promotion
When a vacancy arises for a short period of time due to the reasons set out in the
Introduction above, the manager, following discussions with the Human Resources
Department, should consider whether it is most effective to:




redistribute the work;
appoint a ‘contractor’ through an agency;
advertise the vacancy as a fixed term post; or
offer the post on a temporary promotion basis.
If the manager opts to offer the post on a temporary promotion basis, the line
manager must discuss the proposal with a Human Resources Advisor. In order to
ensure that selection for temporary promotion is undertaken consistently, fairly and
with due regard to equal opportunities, the following criteria will be used:


Where there is a deputy or only one ‘next in line’ employee to the vacant
post, that individual should be asked to ‘act-up’ into the position, provided
that s/he is appropriately qualified and experienced to do so.
Where there is more than one employee within the team potentially
capable of undertaking the acting-up post, the manager in conjunction with
the HR Advisor will ensure that all potential candidates are contacted in
writing to advise them of the acting-up opportunity, and to request them to
register their interest or otherwise in the post
Version 1, April 2008
© Becta 2008
http://www.becta.org.uk
page 4 of 8
Becta | Temporary promotion policy


Where two or more employees register an interest, ‘candidates’ who meet
the person specification for the post will be interviewed by the manager
and an HR Advisor and an employee selected on the basis of ‘best fit’ (eg
knowledge, skills and experience etc) for the post
Where there are no potential candidates within the team, the opportunity
should be advertised as an Internal Vacancy as a ‘secondment’, and
where appropriate, the ‘acting-up’ element of the secondment would be
included in the ‘secondment agreement’.
Once an individual(s) has been selected to act-up the Human Resources
Department will confirm the following details of the acting-up arrangements to the
individual in writing:




Start date
Reason for the acting-up
Expected end date of the acting-up
Payment of acting-up allowance, if applicable
If the manager wishes to extend the temporary promotion period, or to terminate the
acting-up period before the end date signified, the manager must discuss his/her
intentions with the Human Resources Advisor.
In the event that the temporary promotion period is to be prematurely terminated for
reasons other than the employee’s performance or conduct) the employee will be
advised of the reasons for this decision and given at least weeks notice
Pay and conditions
During the Temporary promotion period, the temporary post holder will be paid either


The bottom of the tier to which they are temporary promotion, OR
An additional 10% of their substantive salary, whichever is the greater.
On the termination of temporary promotion arrangements the employee will return to
their substantive post and to the terms and conditions previously pertaining.
Where during a period of temporary promotion an employee is due to receive a
progression increment in their substantive role, this will be recorded on their pay
records but will not apply to the higher salary paid for temporary promotion.
However, on return to his/her substantive post, s/he will receive the new higher
salary.
If, exceptionally, an employee remains in a temporary promotion post for more than
12 months, then s/he will receive a progression uplift at the higher tier/grade.
Version 1, April 2008
© Becta 2008
http://www.becta.org.uk
page 5 of 8
Becta | Temporary promotion policy
Performance/conduct during a period of temporary promotion
An employee’s performance and conduct during a period of temporary promotion will
be regularly reviewed. If concerns arise about these, then they will be fully discussed
with the employees prior to any decision to discontinue the temporary promotion
arrangement
Promotion after a period of temporary promotion
Temporary promotion is intended as a temporary arrangement and does not confer
a right or privileged entitlement to permanent appointment to a higher tier/grade.
If however the employee applies for a future vacancy at a higher tier/grade, then
his/her performance during the period of temporary promotion will be taken into
consideration
Version 1, April 2008
© Becta 2008
http://www.becta.org.uk
page 6 of 8
Becta | Temporary promotion policy
Proposal for temporary promotion appointment
Proposing Manager: …………………….. Directorate: ………………………………
Date: ………………………………………. Tier of post: ………………………………
Post number and title: …………………………………………………………………..
Name of substantive job holder: ………………………………………………………..
Reason for absence: …………………………………………………………………….
Dates/anticipated length of absence: ………………………………………………….
Please briefly describe the knowledge, skills and experience required for this post
Please briefly describe the deliverables required during the period of temporary
promotion
Version 1, April 2008
© Becta 2008
http://www.becta.org.uk
page 7 of 8
Becta | Temporary promotion policy
Please delete as appropriate:
(a) I wish to nominate a current team member to act up in this role
(b) I wish to invite expressions of interest from within the Directorate
(c) I wish to invite expressions of interest from across the Organisation
In the case of option (a) please briefly outline how the nominee matches the skills
and knowledge criteria.
Start date of temporary promotion period: …………………………………………..
End date of temporary promotion period: …………………………………………...
Manager’s signature: ………………………….. Date: ………………………………
Approved by: …………………………………… Date: ………………………………
Executive Director’s signature
HR use only
Received by HR (Date) ………………………………………………………………..
Temporary promotion confirmed on: ………………………………………………...
Variation to T&Cs sent on: ……………………………………………………………
Signed copy received on: …………………………………………………………….
Version 1, April 2008
© Becta 2008
http://www.becta.org.uk
page 8 of 8