Raise a promotion request

What this achieves

A promotion request routes a proposed move up for a decision instead of being edited straight onto somebody’s record. It carries the target role, the target grade, the justification, and the effective date, and it keeps a record of who decided what.

Required role: Administrator or Manager.

Steps

Go to Career & Growth → Promotions.
Select New Promotion Request.
Choose the Employee.
Choose the Target job profile and the Target grade.
Choose a Target position if the promotion is into a specific post.
Write the Justification.
Set the Effective date.
Select Create draft.
Open the request and select Submit.
When the decision is made, select Approve, Reject, or Defer.
On an approved request, select Complete promotion and confirm.

The request statuses

Option	Description
Draft	Created but not sent. Nobody is waiting on it.
Submitted	Sent for a decision.
Under Review	Being considered.
Approved	Agreed, but not yet applied to the employee record.
Rejected	Turned down, with a reason recorded.
Deferred	Revisit later, with a date and an optional note.
Completed	Applied to the employee record.

Approved and completed are two different things, and the gap between them is the point of this screen. An approved promotion has been agreed; nothing has changed on the person’s record until somebody completes it.

Rejecting and deferring

Reject requires a reason, which stays on the request. Defer asks for a date to revisit and takes an optional note.

Prefer Defer to Reject where the answer is about timing. A deferred request carries the date it should come back, which is a commitment; a rejection with “next cycle” written in the reason is not.

Example: a request for James Whitfield submitted mid-year is deferred to the next review point rather than rejected, so the case survives and the date is on record.

What completing a promotion changes

The confirmation states it exactly: completing the promotion updates the employee’s position, job profile, and grade.

Pay is not in that list. Where a request carries a compensation change, the request detail shows Current salary and Proposed salary so the decision is made with the money in view, but completing the promotion does not itself move anyone’s salary. The pay change is made through compensation.

Example: completing Priya Raman’s promotion moves her job profile and grade. Her salary changes when the corresponding pay change is made, and if nobody makes it, her record says one thing and her payslip says another.

What the table shows

Option	Description
Employee	Who the promotion is for.
Current role	The job profile they hold now.
Target role	The job profile or position proposed.
Grade	The grade involved.
Status	Where the request has got to.
Requested by	Who raised it.
Created	When it was raised.

The Pipeline view shows the same requests grouped by status, which is the faster way to see what is waiting on a decision rather than on paperwork.

Where the evidence comes from

Nothing on this screen assesses whether somebody should be promoted. The justification is written by a person, and the supporting evidence lives elsewhere — readiness against the target job profile, completed development goals, stretch assignment outcomes, and performance history.

Bring those to the decision. A justification that says “ready for the next level” without naming what changed is the version that gets argued about.

What happens next

A completed promotion writes the new position, job profile, and grade to the employee record, which changes what the person is measured against from that point: readiness is scored against their new profile, and any career path they were following starts from a different step. The pay change, where there is one, follows separately.