The Letter of Intent for Promotion is a crucial document in South African employment practice that bridges the gap between informal promotion discussions and formal employment contract amendments. It is typically used when an organization has decided to promote an employee but needs to formally communicate the intended changes before finalizing the promotion. The document should comply with South African labor legislation, including the Labour Relations Act and Employment Equity Act, while clearly outlining proposed changes in position, responsibilities, and compensation. This letter serves multiple purposes: it demonstrates the company's commitment to the promotion, provides the employee with written confirmation of the intended changes, and serves as a reference point for the formal promotion documentation that follows. It's particularly important in South African context where employment equity and fair labor practices are strictly regulated.
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1. Letterhead and Date: Company letterhead including full contact details and current date
2. Recipient Details: Employee's full name, current position, and internal address
3. Subject Line: Clear indication that this is a Letter of Intent for Promotion
4. Opening Statement: Positive introduction announcing the intended promotion and recognition of employee's contributions
5. Current Position Reference: Brief description of employee's current role and tenure
6. New Position Details: Specific details about the proposed new position and title
7. Proposed Responsibilities: Overview of key responsibilities and expectations in the new role
8. Compensation Changes: Outline of proposed salary adjustments and benefits changes
9. Effective Date: Proposed timeline for the promotion to take effect
10. Next Steps: Clear outline of what happens next, including any required documentation or processes
11. Closing: Professional closing with timeline for response and congratulatory message
1. Transition Period: Include when there needs to be a handover period or phased transition to the new role
2. Performance Expectations: Include when specific performance targets or KPIs need to be highlighted for the new role
3. Training Requirements: Include when the promotion is conditional on completing specific training or certifications
4. Probationary Period: Include when the promotion includes an initial probationary period
5. Reporting Structure: Include when there are significant changes to reporting relationships
6. Travel Requirements: Include when the new role involves different travel expectations
7. Confidentiality Statement: Include when the promotion involves access to more sensitive information
1. Job Description: Detailed description of the new role, responsibilities, and requirements
2. Compensation Package Details: Comprehensive breakdown of salary, benefits, and other compensation elements
3. Performance Criteria: Specific metrics and expectations for the new role
4. Organization Chart: Visual representation of the new reporting structure and team organization
Relevant legal definitions
Current Position
New Position
Effective Date
Promotion Date
Base Salary
Total Cost to Company
Performance Targets
Key Performance Indicators
Reporting Line
Probationary Period
Notice Period
Company Policies
Employee Benefits
Confidential Information
Intellectual Property
Working Hours
Place of Work
Remuneration Package
Performance Review
Transition Period
New Position
Effective Date
Promotion Date
Base Salary
Total Cost to Company
Performance Targets
Key Performance Indicators
Reporting Line
Probationary Period
Notice Period
Company Policies
Employee Benefits
Confidential Information
Intellectual Property
Working Hours
Place of Work
Remuneration Package
Performance Review
Transition Period
Clauses
Position Title
Effective Date
Remuneration
Benefits
Reporting Structure
Job Responsibilities
Performance Expectations
Work Location
Working Hours
Confidentiality
Transition Period
Acceptance Terms
Next Steps
Probationary Period
Training Requirements
Travel Obligations
Non-Disclosure
Intellectual Property
Employment Equity
Anti-Discrimination
Governance
Employee Development
Effective Date
Remuneration
Benefits
Reporting Structure
Job Responsibilities
Performance Expectations
Work Location
Working Hours
Confidentiality
Transition Period
Acceptance Terms
Next Steps
Probationary Period
Training Requirements
Travel Obligations
Non-Disclosure
Intellectual Property
Employment Equity
Anti-Discrimination
Governance
Employee Development
Relevant Industries
Financial Services
Manufacturing
Mining
Information Technology
Retail
Healthcare
Education
Professional Services
Telecommunications
Construction
Public Sector
Agriculture
Energy
Transportation
Hospitality
Relevant Teams
Human Resources
Legal
Compliance
Senior Management
Employee Relations
Talent Management
Operations
Administration
Corporate Services
Relevant Roles
Human Resources Manager
HR Director
Legal Counsel
Department Manager
Line Manager
Senior Manager
Director
Chief Executive Officer
HR Business Partner
Talent Management Specialist
Recruitment Manager
Employee Relations Manager
Compliance Officer
Operations Manager
Business Unit Head
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