I am working with a couple employer clients right now on their promotion process.

Currently, they don’t have a standardized process. And what the managers provide to HR to justify the promotion is not a complete business case.

So, I created “A Disciplined Promotion Process:”

· There needs to be a business need for higher-level work to be performed. And the higher labor cost will need to be covered by additional revenue.

· A job description needs to be written to describe the work. The job needs to be assigned a value (competitive base pay and incentives).

· The employee needs to be assessed to determine if they are ready to perform the work. Their past performance, competency alignment, and visibility of their readiness will be reviewed.

· Then the employee’s pay will be determined based on a standard set of factors and a review of internal equity.

PLAN = Document the process.

DO = Train managers in how to follow the process. And then have them use it.

CHECK = Assess the process. Is it providing you with the information you need to make a good decision?

ACT = Revise the process, if needed. And then Plan, Do, Check, and Act again.

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