Help -confused

[Shiraz]

Hiya Ladies,

Does anyone have any idea how to do an 12 month department action/development plan??

Yesterday i learnt that they have introduced a new position / title into my department at work.

I am currently a shift leader on a hotel reception desk. I was employed over a year ago by the then Reception Manager as his assistant. But he stepped down three weeks after i started and a month later they employed a new reception maanger and he becamse the same level as i.

He left last week and to cover the vacancy they have put out this new title.

In my personal development review a coupkle of weeks ago i mentioned that this guy was on 3k more than me and had been told he had to do Duty Manager shifts so they could not decrease his salary. However i was promoted to Duty Manager last May and never had a wage increase - so i mentioned that it was unfair that he was paid more for the same job (plus the fact he had no dedication and was not taking his role seriously as thought he was hard done by etc etc)

The job description is exactly my job with a different title and i'm confused.

My manager emailed me on Monday asking me to supply her with a copy of my CV and a 12 month department action/development plan. But i only read the email after i got to work yesterday as one of my receptionists asked me if i had read it??? .

I've never done an action plan or anything like that before.

And i feel as if i am applying for my own position....(or rather payrise)

Any advice?????

[Shiraz]

Apologies for typos - was trying to stop the cat laying on the keyboard

[flowerybeanbag]

I'm a little bit confused Shiraz. You were employed as assistant to reception manager, but when a new recption manager was appointed he was the same level as you, what do you mean by that?

He's now left so they are looking to replace him and you are being invited to apply, yes? So far that seems fine. If you were promoted last May to be Duty Manager, the same as this other guy, and didn't have an increase to match, that's obviously not fine, you are right to raise it in your review, what was the response?

A department development/action plan would normally be a plan with objectives for the department to achieve over a 12 month period, with details of timescales by when you expect to achieve each one, any changes you would want to make to how the department is run/what is does, how and by when you would propose to achieve them, what support you might need etc

A good thing to do is to ask for the overall objectives for the company, then you should look at tying your objectives for the department into that, to make sure that what the department does/achieves/changes contributes to the overall aim of the company.