Justification for Promotion

If you are a HTM leader, then you will have the distinct pleasure of promoting one of your technicians.  This is both a privilege and an obligation we have as leaders for our front-line contributors. I wanted to give some tips on creating a justification for promotion so that it will have the full backing of your superiors and Human Resource department.

• Document accomplishments – record every above and beyond effort that your technician does.
• Measure their performance – have hard numbers that back the justification of promotion.
• Budget – make sure the promotion has been projected in your budget proposal.
• Prepare – show that they have been performing at the higher level for at least 1 year.
• Document – prepare a document based off the position description of the new position and use real world metrics and statement on how he/she meets those requirements.
• Fight for a fair increase in pay – the promotion is meaningful, and the pay increase should be as well.  With consideration to pay equity, make it a good raise.
• Be fair- it is easy to over reward good performance and attempt to promote earlier than you should.  Please remember to be fair to the employee and to the title. There should not be a “Black Belt” after 2 years of showing up.

Promoting fairly is important to employee engagement and to the productivity of your shop.  By evaluating fairly and presenting a clear and concise justification, you will be able to reward your employees for elevating their skill and contributions to your program.