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s/o promotion
So it was 4.5 years ago that I posted asking for help in getting an internal promotion, and all of your advice worked and I've had that job ever since.
So now I am starting to think about my next move. I love my organization and my position and I have a ton of flexibility, so it would take a lot (money, vacation time, amazing job/organization) for me to move. But at the same time, I've been in the same position for almost 5 years and I would love to get a title bump (and pay bump).
There is not a formal promotion progression in my office, so it's not like I can expect that after x number of years, I will get bumped to the next title. So whatever I ask for will be kind of out of the box. I could wait until the current next highest position (COO) came open, but it was just opened and filled a year ago (I didn't apply because I was pregnant, and I was pretty sure I wouldn't get it anyway as there was a candidate with more seniority/experience, who is now my boss).
So what I am looking for is the creation of a middle step, to basically change my title from manager to director (which is what I am introduced as most of the time, anyway, lol), and then give me a commensurate raise. I'd also be happy to take on additional responsibilities, of course.
I have gotten excellent reviews the entire time I've worked here, and have built many internal and external relationships.
So when/how do I bring this up?
Re: s/o promotion
I will say what worked for me... first, and I cannot stress this enough, talk to DMuppet, bc she will make you feel so good about yourself and your abilities that you will be able to sell the new position.
Second, what worked for me was asking at the right time -- at performance review time. has that already passed for you? If so, it could be awakward to do out of cycle but if not, use the history of great reviews to open the door to the next step.
Titles are different everywhere, but ours is (bascially) CEO, COO, VP, Managing Director (my new title), Director, Manager, Associate, Specialist. My previous title was actually Senior Director -- which doesn't really exist here anymore, but they grandfathered in the 3 or 4 of us who had it. So --- I'd ask for what you want, what more you will do to deserve it, and see what happens.
it doesn't hurt to ask -- or does it? I don't know the politics at your association, but the timing was right for me to ask this year -- I wouldn't have been successful if I had asked a year ago (even though we were then under The Best Boss Ever, he was only an interim and couldn't make that change).
"What is a week-end?"
I agree with P&J. I would also add that for my organization, it would help if I went into the meeting with some visuals
An org chart showing the position, whom you report to and who reports to you.
A draft position description outlining the duties.
I would address things from the view of the company -
If you do not think there would be any repercusions for asking, I would go for it.
Good luck!
My Food Blog
I was promoted into a newly created position fairly recently.
I saw an area of our organization that had a real gap after the departure of a coworker who had partial responsibility for it, and it was an area that I had sort of made myself into the in-house expert about. I also knew it was a position they had talked about creating in the past. I scheduled some informal conversations with people who had the ability to do something about it in order to raise my concerns over the repercussions of the gap.
Based on those informal conversations, they asked me to draft a position description and write a memo about the problem and what I thought the position should be. There was definitely some behind the scenes strategizing with coworkers and superiors who reviewed the job description and memo, and helped me think through how to best to approach it. It was also a long process.
So, definitely think through what your new job description and responsibilities would be and go in prepared with documentation of this. Think about why the new position is necessary and what the value added for your organization will be.