Promotion Considerations

Owned by Vishakha Pinge
Last updated: Apr 09, 2024 by Tejaswini Wandhare
3 min read

We firmly believe in recognizing and nurturing our people. We also understand that career and financial growth is a crucial part of holistic wellbeing.

Eligibility Criteria

  • You are fulfilling a gap/role requirement at Axelerant.

  • You have at least one year of fulfilling all the current role competency expectations.

  • You are in the second half of the expected time in service for your current role level. 

Preparing Promotion Package

Plan Ahead

Start planning your promotion well in advance. Allocate sufficient time to gather all the required information and prepare your promotion package according to the suggested format.

Please submit your completed promotion packet at least two months before your anniversary month.

Sponsors are colleagues at or above your targeted role level who could provide you with a recommendation letter. Your sponsor could be your reporting or career manager, or a senior member from your career path, who has sufficient familiarity with your work and capabilities to support your advancement.

Submit your packet

Your promotion packet could include the following besides a cover written/video note covering why you're ready for promotion. The package should be emailed to people@axelerant.com for the process to initiate.

  • Your accomplishments & feedback

    • Document your significant contributions to projects or initiatives demonstrating your capabilities to fulfill a role in the targeted career path.

    • Include relevant feedback from colleagues, managers, or clients highlighting your demonstrated accomplishments and fulfilling all your defined skills for the current role.

  • Certifications and Training

    • Include any certifications you have completed relevant to the targeted role and career path and any coaching/training efforts you have participated in to endorse your capability for moving to the targeted career path.

  • Sponsor's Recommendation

Please find all the necessary Template details of the suggested Promotion packete here.

Promotion Review

Once the People Ops team receives the packet, they'd reach out to the individual and other peers to build the committee of at least 3, hopefully diverse, team members.

Promotion Committee

  • The individual applicant recommends one member at the targeted role level or above from the same career path.

  • The People Ops team will identify another committee member at the targeted role level or above within Axelerant who is not currently part of the individual's team.

  • The individual's Career or Reporting Manager recommends the 3rd member of the targeted role level or above who is not currently part of the individual's team.

Process

  • Review Promotion Packets: The committee carefully examines the performance records, and achievements. They'll discuss & consider skills, competencies, impact, growth potential, and alignment with https://axelerant.atlassian.net/wiki/spaces/OA/pages/1447493744.

  • Conduct Interview:  With the intention to eliminate bias and ensure all future and existing members have similar measurability, we ask the committee to have an interview style conversation with the respective team member to determine their fitment into the targeted role. Based on the submitted promotion packet, the committee at their discretion can further ask the team member to respond to questionnaires or tests.

    P.S. This is by no means an attempt to deny or make the process lengthy but a genuine attempt to bring fairness in the promotion process.

  • Discuss but decide: Committee members are expected to thoughtfully evaluate each promotion packet. The committee is expected to not get into analysis paralysis and is expected to decide within reasonable time.

  • Provide Feedback: The committee will share the rationale and constructive feedback with the team members when a promotion decision is made, helping them understand decisions and improve future promotion applications (in case of rejection) via notes in the #po-promotion channels. The performance management team helps document this in Leapsome. The team members are encouraged to reapply after six months should the person determine that they've addressed the previous feedback.

  • Document Promotions: Accurate records are maintained in Zoho and other systems, ensuring promotion decisions are appropriately documented and communicated to stakeholders within #po-promotion channels.

  • Maintain Utmost Confidentiality: The Promotion Committee maintains confidentiality, ensuring individual performance details, related discussions remain confidential, fostering trust and integrity.

Salary Revisions

Salary revision will be per the prevailing role level & time in service (TIS) mapping.

If you apply for a promotion after completing half your expected TIS, and receive the promotion, your salary will be revised to match the starting salary of your targeted role.

If you complete the entire expected TIS for a particular role level and then apply for a promotion, your revised salary would be the TIS 1 salary of your targeted role, ensuring a fair increase with your promotion remuneration.