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FOR Managers

Managing Resources


How to Determine if a Promotion May be Appropriate for One of Your Staff Members

Complete the following steps to determine if a promotion maybe the course of action for one of your employees:

  • Speak with your supervisor about the position and the availability of resources to support an increase.
  • If agreement is reached that a promotion should be investigated, partner with your employee to rewrite the job description so the process is a collaborative one.
  • When discussing the prospect of a promotion with the employee, be careful not to build unrealistic expectations, be honest about the process and keep them informed on progress.
  • Create a chart comparing the old and new major responsibilities and qualifications to determine the scope of the changes (e.g., reconcile and monitor accounts vs. developing projections and budget, entering information into spreadsheets vs. creating spreadsheets and reports; collecting information vs. analyzing and summarizing).
  • Using the comparison chart carefully consider and assess the changes using the following tool:

Not at All

Somewhat

In Many Instances

In Most Instances

To a Great Extent

 

1

2

3

4

5

There has been a significant increase in the level of responsibilities (3 = at least 20% increase)

         

The new responsibilities require higher level qualifications and skills

         

The new responsibilities require solving more complex problems

         

The breadth and depth of knowledge and skills is greater compared to peers

         

The incumbent is a high performer

         

The employees salary is close to the maximum of the salary range as a result of a history of strong performance—not due just to seniority or a market issue

         

The new responsibilities challenge the incumbent

         

Mentoring and training may be required

         

  • The next step is to consult with Compensation Services.

  • If the majority of answers fall between 3 and 5, a promotion should pursued.
  • If the majority of answers fall between 1 and 3, consider reviewing the incumbent's salary to determine if an equity increase is appropriate and/or if the title still accurately reflects the work being performed.