Promotions and evolutions

Moving up the skills ladder: how it works

If the score you have received after score moderation is between 3.8 and 4.3 at the end of an appraisal cycle you will move up one level in your Skills Ladder.

If your score is an average of 4.4 or higher after moderation at the end of an appraisal cycle, you can even move up two levels in your Skills Ladder.

Moves up the Skills Ladder are immediate and reflected in your pay for the month the appraisal cycle concludes.

Example A: Anahita is a FinOps Associate at Level 1.5. After an appraisal cycle in July, Sarah receives a moderated score of 4.1. That means Sarah moves up to FinOps Associate Level 2 immediately. She receives the higher pay from July.

Example B: Richard is a PeopleOps Manager at Level 1. After a feedback cycle in October, Richard receives a moderated score of 4.6. While Richard is performing well in this quarter, he does not move up the skills ladder yet - this is only possible at the end of an appraisal cycle.

Example C: Richard has taken the feedback from the feedback cycle into account and kept up his good work. He now receives a moderated score of 4.5 at the end of the next appraisal cycle in January. This means Richard moves up from Level 1 to Level 2 immediately (skipping Level 1.5). He receives the higher pay from January.

Getting promoted: how it works

To be eligible for a promotion at RORA, a couple of conditions need to be fulfilled:

You need to have reached the end of your Skills Ladder in the last appraisal cycle

RORA has identified a need for a position in the Skills Ladder above yours in the coming six months

You have communicated to your People team and Pod Lead ahead of the appraisal cycle that you would like to be considered for a promotion

You receive an average score of 4.0 or higher after moderation

If these conditions have been fulfilled, you are eligible for a promotion. This does not mean you will automatically get promoted.

For example, in some cases we may have multiple employees meeting the above criteria, but not enough open positions at the end of the appraisal cycle. If this happens, we will open a conversation with everyone and discuss your options.

If we decide to offer you a promotion, you will have a three month ramp period before starting your new role.

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Ramp periods explained

Moving from one skills ladder to the next is often a significant change. You will find that the required skills to succeed are different, and that you will need some time to upskill.

In most cases, a promotion also means a change in scope and partners and you will need time to plan and execute your handovers.

In some cases, you might also find that the new role does not live up to your expectations.

This is why we are giving you three months to prepare yourself for the promotion before it comes into effect.

Example: Omar is a Level 2.5 FinOps Manager. He informed RORA’s Head of People that he would like to be considered for a promotion at the end of the next appraisal cycle. After the January appraisal cycle, he received a moderated score of 4.2 and was offered the role of FinOps Lead. Starting in February, Omar goes on a ramp period to manage the transition from FinOps Manager to FinOps Lead. From May, Omar is a Level 0 FinOps Lead. His pay changes from 1 May.

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