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Promotion process

We use a common process to elevate an employee's role. This allows the engineer to understand what they need to elevate their role and what our expectations are for the engineer's role.
Prior to this framework, there was no available process for managers/leaders to incorporate current HR tools and practices for employee development. Team leaders spent a lot of time developing their employee growth framework and communicating it to everyone. As a result: on average, leads were short on time and current HR tools were underutilized. Leads' and employees' time was wasted with no results in return because the tools were used formally. The Growth framework was made to solve these problems, as well as to make the process transparent and understandable for both engineers and leads.

Main tools

Level matrices: provide description of our expectations from the employee role, while taking into account a large set of qualities, for example: level of influence, complexity of closed tasks/projects, communication, additional activities and many other factors, including the project feedback, if relevant. One-to-One: as part of this process, allows helping the employee with new tasks from the next level, as well as giving and receiving the feedback. Application Service: an internal service where employees can submit their own application for promotion. Job owners: a group of engineers who are responsible for the development of the tech stack within the company. They are in charge of improving the community, interview processes, and parsing applications for promotions.


Step 0

Step 0 is the longest step in this process, when the employee is gradually progressing by fulfilling the necessary requirements from the current level and from the next level. At the same time, the employee has the possibility to stop at their level and reject promotion opportunities.
The employee together with the leader review the level matrixes and plan together the necessary tasks and activities.
The lead adjusts and guides the employee to accomplish the tasks.
There is a gradual transition to the next role, without creating stressful situations when all the responsibilities and requirements of the next level come at once.
This stage ends when the employee is already meeting 50%+ of the requirements from the next level and is ready for a promotion themselves.

Step 1

Employee makes a case on themselves, where they reflect tasks/projects/activities that show that 50%+ of the new role is already performed
Employee creates a new application for role promotion. Describes the tasks/projects/activities based on the level matrix and sends the request for a review to the lead.
The lead reviews the application for promotion, helps to improve the application, progresses the application to the next stage.
Gathering feedback on the application from other peers.
This stage ends when the application is complete and feedback has been collected.

Step 2

The application goes to the job owners, who calibrate the application against the demand from other lines of business/departments.
The application is voted on, and a final decision is made + feedback is written.
The application directed to the HRs, who run the application through the processes

Step 3

The decision comes to the supervisor, who can ask additional questions
The lead puts together a meeting with the employee, inviting job owners if necessary
The result is announced to the employee
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