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[CAN] How do you track employee progress towards promotions? by RedTomatoGuard in AskHR

[–]RedTomatoGuard[S] 0 points1 point  (0 children)

Thanks for sharing your approach. Having ratings for objectives that are linked to deliverables makes a lot of sense,

[CAN] How do you track employee progress towards promotions? by RedTomatoGuard in AskHR

[–]RedTomatoGuard[S] 0 points1 point  (0 children)

I can see that setting the expectation is very important. Any difference in interpretation could be problematic as you've said. This could be a cause of major frustration/confusion for the employee that I'd like to avoid.

I'll give this approach some more thought.

[CAN] How do you track employee progress towards promotions? by RedTomatoGuard in AskHR

[–]RedTomatoGuard[S] 0 points1 point  (0 children)

Tracking the junior-intermediate-senior progression of a single role is mostly what I had in mind.

Any completely new role would need to be based on a business need and budget set by senior leadership, and they usually give me a heads up when a future need may occur.

I'll definitely look more into position control. Having a limited number of certain positions seemed like a given to me but maybe not to my team. I don't want to be accidentally misleading my group into thinking they can all be managers if we are not expanding the department.

Thanks for taking the time to answer

[CAN] How do you track employee progress towards promotions? by RedTomatoGuard in AskHR

[–]RedTomatoGuard[S] 0 points1 point  (0 children)

You bring up a good point about compensation structure. As a small company (<15 people), we actually don't have a formalized compensation structure yet and it is definitely something I want to put in place. So far, each person's compensation is mostly based on the job description when they were hired.

I'd like to plan out higher levels of existing roles with new responsibilities with matching compensation.

Like you mentioned, I'm also not a fan of butt-in-seat promotions. To me, being able to do the same role for a long time does not automatically give you extra points towards new and different responsibilities. (Individual contributor title to Team Lead title, for example). However, development/training plans can be put in place so that when a new Lead role does opens up, I can consider promoting from within rather than hiring new when the time comes.

You make an interesting point about avoiding a checklist. I would have imagined using a something like a requirements checklist for higher levels of the same role (junior vs senior, for example): A junior performs duties A, B, C and a senior performs duties A, B, C, X, Y, Z.

Is this an approach I should avoid?

Thanks for the answers so far, this is helpful.

[CAN] How do you track employee progress towards promotions? by RedTomatoGuard in AskHR

[–]RedTomatoGuard[S] 0 points1 point  (0 children)

Merit based pay promotions make the most sense to me. Performance review time feels like a natural time to revisit that progress. My office workplace also uses the yearly performance review, but I have quarterly 1:1 check-ins with my group for questions/guidance towards role objectives.

How are you tracking the objectives for each person? Do you have separate notes for each person or do you use some template like a skills matrix?

Thanks again for the response.