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Promotion Criteria and Protocols
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Promotion Criteria and Protocols
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I work for a small non-profit organization. We're interested in finding out how other organizations manage promotions -- are there criteria that are considered (i.e., amount of time in curr
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Forums » Topic Forums » Legal Forum » Promotion Criteria and Protocols
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Promotion Criteria and Protocols
posted at 10/26/2012 10:43 AM EDT
on Workforce Management
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Posts: 1
First: 10/26/2012 Last: 10/26/2012 |
I work for a small non-profit organization. We're interested in finding out how other organizations manage promotions -- are there criteria that are considered (i.e., amount of time in current position, specific competencies, etc.), and do you have a specific process or protocol to ensure that employees are considered for promotions on a fair and consistent basis? Thanks for your time. |
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Re: Promotion Criteria and Protocols
posted at 10/26/2012 3:33 PM EDT
on Workforce Management
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Posts: 148
First: 9/20/2011 Last: 12/12/2012 |
In Response to Promotion Criteria and Protocols: I work for a small non-profit organization. We're interested in finding out how other organizations manage promotions -- are there criteria that are considered (i.e., amount of time in current position, specific competencies, etc.), and do you have a specific process or protocol to ensure that employees are considered for promotions on a fair and consistent basis? Thanks for your time. Posted by Joan_Peterson Normally promotions are not a result of time spent in the existing position. For a true promotion to occur, there needs to be either a meaningful change in the responsibilities and output expectations of the old position, or a move to a different position whose organizational value is higher than the position the person has left. This is not to say that experience in the prior job is without value. A fully knowledgeable and very high output incumbent should be paid higher in the position range than a less experienced and average output person is. Your ranges should be wide enough so the difference is meaningful without a promotion. Most companies do a formal comparison of the old position to the new position to ensure that the new job is in fact "bigger" than the prior job. There is also the "smell test". It should be fairly obvious to an unbiased person that the new job is of higher value to the organization than the prior one. As to consideration as to who should get the promotion or be put in the job position, the fairest way is have a job posting program that posts all open positions. This way each employee has the responsibility to be aware of what opportunities are available and then put forward an expression of interest when they see one they are interested in. Takes the burden off the company to remember who might be an internal candidate. |
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Re: Promotion Criteria and Protocols
posted at 10/30/2012 6:51 AM EDT
on Workforce Management
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Posts: 61
First: 10/2/2012 Last: 12/5/2012 |
I like that last suggestion howard made. Giving everyone a chance for the position can be a good thing for the company. Employees will definitely feel that they all have the right and equal chance for a better position. Those who thinks they deserve it can take some sort of exam or internal interview and those who thinks they are not ready for it can have a chance to get themselves ready until the next position is open. something like that. |
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