Promotion policy template

Overview

The purpose of this Promotion Policy is to establish clear guidelines for promoting employees within [Company Name]. This policy aims to ensure a fair and transparent process that recognises and rewards employee performance, fosters career growth, and supports the company's strategic objectives.

Scope

This policy applies to all permanent employees of [Company Name].

General Principles

Policy Statement

[Company Name] is committed to promoting qualified employees from within the organization whenever possible. Promotions are based on merit, qualifications, and the needs of the company.

Eligibility

To be eligible for promotion, an employee must:

• Have completed a minimum of [X] months/years of service in their current role.

• Meet the qualifications and experience requirements for the new position.

• Have a satisfactory performance record with no disciplinary actions in the past [X] months/years.

• Demonstrate the potential and readiness for increased responsibilities.

Promotion Criteria

Promotions will be based on a combination of the following criteria:

• Performance: Consistently high performance in current role, as evidenced by performance appraisals and feedback from supervisors.

• Skills and Competencies: Possession of the skills and competencies required for the new role.

• Experience: Relevant experience and demonstrated ability to handle the responsibilities of the new position.

• Leadership and Initiative: Evidence of leadership abilities and willingness to take on new challenges.

• Company Needs: Alignment with the strategic goals and needs of the company.

Promotion Process

1. Vacancy Identification:

   • When a vacancy arises, the need for promotion will be assessed based on the role’s requirements and the company’s strategic goals.

2. Internal Advertisement:

   • The vacancy will be advertised internally for a period of [X] days to ensure all eligible employees are aware of the opportunity.

3. Application:

   • Interested employees must submit their application, including an updated resume and a cover letter outlining their suitability for the role.

4. Selection:

   • The selection process will involve a review of applications, performance records, and interviews with shortlisted candidates.

   • A selection panel comprising the hiring manager, HR representative, and other relevant stakeholders will conduct the interviews and make recommendations.

5. Decision:

   • The final decision will be made by [Senior Management/HR Director/Department Head], considering the panel’s recommendations.

   • Successful candidates will be informed of their promotion in writing.

6. Onboarding and Training:

   • Promoted employees will undergo an onboarding process for their new role, including any necessary training to ensure a smooth transition.

Appeals

Employees who are not selected for promotion can request feedback from the hiring manager or HR. Appeals against promotion decisions must be submitted in writing to the HR department within [X] days of the decision.

[Review and Amendments

This policy will be reviewed annually and may be amended as necessary to reflect changes in company strategy or employment law.]