Promotion Request Processes

Career advancement is a vital part of personal and professional growth. At Planet Argon, we have a systematic approach for promotion requests to ensure fairness and clarity in the process. There are two primary ways a promotion request can be initiated: either by the Engineering Manager or the team member themselves.

Engineering Manager Initiated

Steps:

1. Promotion Request Board in Asana: The Engineering Manager will create a Promotion Request board within Asana to track and manage the process.

2. Promotion/Compensation Change Request Form: The Engineering Manager completes this form, detailing the context, timeline for the request, achievements that support the promotion, and compensation considerations.

3. Share Request with COO: The completed form is then shared with the COO for review.

4. COO Review: The COO will review the request and confirm if the proposed compensation falls within the current salary bands for the role. The COO will then either approve or deny the request. If denied, reasons will be provided.

Team Member Initiated

Steps:

1. Promotion Request Form: The team member interested in a promotion fills out a Promotion Request form. Upon submission, the Engineering Manager is alerted.

2. Engineering Manager Review: The manager reviews the completed promotion request.

3. Promotion Request Document: A comprehensive document is created in the team member’s employee Drive folder, covering:

   • Timeline
   • Employee’s reasons for request (self-evaluation, achievements)
   • Manager’s review of employee’s embodiment of role (skills matrix, examples)
   • Manager’s thoughts/notes
   • Manager’s decision
   • Compensation considerations
   • Implementation plan

4. Optional Team Feedback: The Engineering Manager may solicit feedback from other team members regarding the requesting member’s qualifications for promotion.

5. 1:1 Discussion: After considering the employee’s request and any additional team feedback, the Engineering Manager will meet with the team member to discuss the outcome.

   • If Approved:

     • Date the promotion goes into effect
     • Salary of the new role
     • Expectations for the first 30/60/90 days
     • Advancement plans for specific areas of growth

   • If Denied:

     • Reasons for denial and gaps in current role performance
     • A clear outline of the timeline for improvements, resources for skill development, and milestones/evaluation guidelines

6. Agreement: The Engineering Manager and team member agree on the plan, whether it leads to immediate promotion or sets the stage for future growth.

By following this structured approach, we aim to make the promotion process at Planet Argon as transparent and equitable as possible.