# HR-POL-006: Promotion and Advancement Policy

**Effective Date:** 2025-04-01
**Revision:** 1.1
**Owner:** Human Resources

## 1. Purpose and Philosophy

This policy outlines the criteria and process for internal promotions and career advancement at Innovate Inc. We are committed to providing transparent career paths and promoting from within whenever possible to recognize and reward employee contributions.

## 2. Eligibility Criteria

To be considered for a promotion, an employee must:

- Have been in their current role for at least 12 consecutive months.
- Have a consistent performance rating of "Exceeds Expectations" (4) or higher in the two most recent review cycles. See **Performance Review Process (HR-POL-005)**.
- Not be on a Performance Improvement Plan (PIP).
- Clearly demonstrate the skills and competencies required for the next-level role as defined in the career path framework.

## 3. Career Paths and Ladders

Innovate Inc. maintains a career ladder framework that defines the competencies, responsibilities, and expectations for each role at each level. These are available on the company intranet and are organized into tracks:

- **Individual Contributor (IC) Track:** For employees who want to grow as subject matter experts.
- **Management (M) Track:** For employees who want to pursue people leadership roles.
  Movement between tracks is possible with manager and HR approval.

## 4. Process for Promotion

### 4.1. Types of Promotion

- **In-Role Promotion:** Advancement to the next level within the same role (e.g., Software Engineer I to Software Engineer II).
- **Competitive Promotion:** Applying for and being selected for a different, higher-level role that is posted internally.

### 4.2. Promotion Process

1.  **Identification:** A promotion opportunity can be identified by a manager during the annual review cycle or through an employee's application for an open internal position.
2.  **Nomination & Packet Submission:** For in-role promotions, the employee's manager submits a promotion nomination packet to the department head. The packet must include a justification, supporting performance data from the last two years, and examples of work demonstrating readiness for the next level.
3.  **Review Committee:** A promotion review committee, consisting of HR Business Partners and senior leadership from the relevant department, reviews the nomination packet. The committee calibrates nominations across the department to ensure fairness and consistency.
4.  **Approval:** The department head and HR Director must approve the promotion based on the committee's recommendation and budget availability.
5.  **Communication:** The manager communicates the decision to the employee. If the promotion is not approved, the manager will provide specific feedback on areas for development.

## 5. Compensation and Title Change

Promotions are typically accompanied by a salary increase, effective at the start of the next pay period. The increase is determined based on the new role's salary band, the employee's experience, and internal equity. The employee's title will be updated in the HRIS system.

## 6. Related Policies

- **Performance Review Process (HR-POL-005)**
- **Employee Handbook (HR-POL-001)**

## 7. Revision History

- **v1.1 (2025-10-12):** Added philosophy, career tracks, and detailed process.
- **v1.0 (2025-04-01):** Initial version.