Promotion Analysis
1.There were around 30 individuals promoted to the position of CSM
2.Approximately 16 of these individuals were chosen not promoted...the interview process did not apply to them
3.17 are female
4.18 of these people are married to the business...they dont have families or a significant other.
5.10 will be fantastic..they were promoted not chosen
6.10 will try hard but just dont have the skills necessary
7.10 will be absolutely hopeless..they were chosen not promoted.
8.At least 6 people who were thought to be a shoe in missed out.
Opinion:
When you have a weak CSM and an experienced CSS the CSS will call the shots anyway.
The CSS position has evolved into a key position in the team.
Sometimes he/she has to stand up to an incompetent CSM.When the crew complain to the supervisor about the manager the supervisor must act.
Thie scenario is about to become more frequent.
Really the two positions should be combined creating one large more efficient pool of Onboard Managers(OMs).
Who operates at L2 or L1 should be decided by the individuals on the day.
Recency should also be take into account..4 trips not operating at L1 or L2 means that on the 5th you do.
The newly created pool should be monitored for a year.
Those that dont cut the mustard should be managed out of the position.
As the business grows over the coming years there will be more opportunities for promotion.
Lets hope that Ali,Alison,Lesley and Sam learn by the mistakes that they have made.
If they dont..... morale and service levels will plummet even further.
Promoting fools to positions of responsibilty is only setting them up to fail.
Last edited by DEFCON4; 2nd Jun 2007 at 08:46.