Your average-performing employee has asked for an increase in rank and salary. Write a brief message tactfully denying his request. But give the employee suggestions and encouragement that could help him attain the goal in a year. Here are the details: Scott Emerald was hired by FlashExpress Financial Services in September 2018 as Credit Officer I. Scott has approximately 6 months of experience with your organization. To date, he has average (3 on a 5-point scale) client satisfaction scores. In your recent performance evaluation, you noted that he has not developed a level of autonomy to deal with issues beyond routine concerns. He also has yet to hone his judgment evaluating the financial risk associated with higher-dollar applicants, and could benefit from more experience in his current position. You deemed his performance in the previous 6 months as average in most areas. Once past his 3 month probationary period, he started a 20-hour training module on risk evaluation and legal and regulatory issues in the banking/credit industry. He has yet to complete the module. Scott has applied for promotion to Credit Officer II. The Credit Officer II position has single-signature approval for credit applications up to $50,000 at FlashExpress. For promotion to this position, employees must have consistently positively client satisfaction surveys (at least a 4 on a 5 point scale) and a record of exceeds expectations. Moreover, appointment to Credit Officer II requires 20 hours of training on risk evaluation and legal and regulatory issues in the banking/credit industry. Here are some factors to consider in writing this bad news message. The reasons why the employee does not meet the criteria of the job should then be presented--before the refusal. Reasons for the bad news are clear and sound. Sufficient reason(s) for the rejection. Refusal follows logically from the reasons. Refusal is tactful but clear. Offer suggestions for improving performance so that one has a "win-win" situation.