Promotion Process

We are committed to providing clear pathways for career growth. Our promotion process is designed to be transparent and supportive, offering employees opportunities to advance.

Promotion Timing and Principles

• Annual Cycle: Promotions are typically scheduled in January, aligning with the completion of our annual 360 performance reviews. This provides a consistent timeframe each year for considering career progression.
• Holistic Evaluation: Promotions are determined by a comprehensive assessment, not solely by partner evaluations. We consider a combination of your consistent track record, peer feedback, demonstrated performance against role expectations, merit, and future potential.
• Proactive Planning: Transparency and planning are key. If you aspire to a promotion, we need to communicate this ambition to the relevant partner(s) well in advance – ideally 9 months, and at least 6 months, before the January promotion cycle. This allows ample time to collaboratively define goals, track progress, and focus on necessary skill development, ensuring you are well-prepared for the next level.

Key Evaluation Criteria

To be considered for promotion, employees must demonstrate readiness across these areas:

1. Performance & Skill Development: Consistent growth aligned with our Competence Framework is essential. This includes measurable development in technical expertise, soft skills (interpersonal, communication), leadership capabilities, and overall business acumen, showing readiness for the demands of the next level.

2. Partner Endorsement: Strong working relationships with partners are crucial. The relevant partner(s) must endorse your promotion request, based on their assessment of your performance, impact on projects, budget, and readiness to take on increased responsibilities. Their support confirms alignment with defined criteria and objective metrics.

3. Organisational Readiness: You must demonstrate the capability and preparedness to successfully handle the increased scope, responsibilities, and expectations associated with the desired higher-level role within the team and organisation.

The Promotion Process (Five-Step Approach)

1. Self-Assessment:

• Complete a detailed self-assessment using the Competence Framework, focusing on both technical and soft skills.
• Submit this report, outlining your growth, achievements, and development areas, to your Team Coach for review and validation to initiate the formal process.

2. Initial Partner Discussion & Alignment:

• Team Coach formally discusses your promotion aspirations with the relevant partner(s).
• Receive their initial feedback based on your performance and interactions.
• Collaboratively assess and align on the expectations for the target role, referencing the Competence Framework and considering the impact on partner projects.
• Identify key strengths and areas requiring further development.

3. Coach Review & Plan Refinement:

• Your Team Coach evaluates the feedback from the partner discussion(s).
• The Coach gathers cross-functional feedback where appropriate to gain a holistic performance view.
• Working with you, the Coach helps refine your development and promotion plan to incorporate feedback and align with partner expectations.

4. Formal Partner Commitment:

• Based on your demonstrated progress, potential, and the refined plan, the partner(s) formally endorse the promotion plan.
• This involves written confirmation supporting the promotion request, acknowledging the agreed-upon plan and milestones.

5. Business Assessment & Decision:

• The promotion proposal, including the endorsed plan and budget implications, is reviewed by business leads and the leadership team.
• A final decision is made, and the outcome is formally communicated.

Tools and Support Available

We provide resources to support your career development and the promotion process:

• Competence Framework: Provides structured guidelines defining role expectations (hard and soft skills) at each level.
• Performance Tracking Tools: Utilise tools like Hibob and the Template Career Plan Goals document to log performance, track progress against goals, and record feedback. This facilitates monitoring by employees, coaches, and partners.
• Coaching & Mentoring: Your assigned Team Coach offers guidance and support throughout your career journey and the promotion process.
• Partner Communication Guidelines: Access templates (like the Template Career Plan Goals) and best practices for effectively communicating with partners and securing endorsement.

Frequently Asked Questions (FAQs)

1. What if I go through the formal promotion process and don’t get promoted in January?

We aim to only proceed with formal promotion plans (specifically Steps 4: Partner Commitment and Step 5: Business Assessment) when there’s a strong, shared belief in your potential to meet the requirements for the next level. This respects the significant time and effort invested by everyone involved – you, your coach, partners, and leadership.

However, an endorsed promotion plan (Step 4) signifies strong support but is not an absolute guarantee of promotion at the end of the cycle. Promotion decisions are finalized based on sustained performance against the agreed plan and the prevailing business conditions or needs identified during the final review (Step 5). Reasons for not proceeding at that time could include significant shifts in business priorities or not fully meeting the performance milestones outlined in your plan.

If a promotion doesn’t occur as planned, please view it as a pause for further development, not a permanent stop. Detailed feedback will be provided by your coach and the partner(s). Use this valuable insight to refocus your development efforts, continue growing your skills and impact, and position yourself strongly to kick off the next promotion opportunity in the upcoming cycle.

2. When am I eligible to be considered for a promotion?

Eligibility is primarily determined by demonstrating readiness and capability for the next level, aligned with our Competence Framework, rather than strictly by time spent in your current role.

For team members who have recently joined the company, please note there is a natural and necessary phase for onboarding, settling into our specific ways of working, and consistently demonstrating your impact and capabilities within our environment. Successfully navigating this period is essential before targeting a promotion, as it provides the foundation and evidence needed for the assessment process.

Once you are consistently performing beyond your current role’s expectations (and, if newer, have progressed through the initial settling and demonstrating phase) and believe you meet the criteria for the next level, you should start the conversation. Remember the process requires proactive planning, so initiating discussions 6-9 months before the January cycle remains crucial.

3. Is the January promotion cycle the only time promotions can happen?

The January cycle, following the annual reviews, is our primary and standard timeframe for promotions, ensuring consistency and alignment with business planning. Promotions outside this cycle are considered exceptions, typically driven by significant business needs or exceptional circumstances, and require specific leadership approval.