No, promotions are not a box-ticking exercise. Promotions consider your overall contributions, impact, alignment with company values, and readiness, as determined through ongoing conversations with your manager. The framework supports your development and growth but is not the sole determinant of promotion readiness.
Promotions are determined based on number of factors (see above) however for the usage of the frameworks, a half-level promotion is typically considered when you are outperforming in 50% of the competencies for your role. A full promotion is considered when you are consistently outperforming in 90% of the competencies.
Not every career path is linear. If your next step or role isn’t mapped in the framework, that’s okay. Work with your manager to explore options, identify growth opportunities, and shape a path that aligns with your career goals.
Disagreements can happen, and that’s okay. Use your 1:1s to share your perspective, provide examples, and engage in an open, constructive conversation with your manager. The framework is a tool to facilitate dialogue, and alignment can often be achieved through collaboration and mutual understanding. If alignment isn’t reached from the initial dialogue you or your manager can loop Georgie (Director of People and Operations) in for further discussion.
Absolutely! The framework is a great way to familiarize yourself with expectations and set early development goals. Work with your manager to use it as a guide for understanding your role and tracking your progress as you onboard alongside your 12 week onboarding plan.
The growth framework is designed to support your development, not to penalize. Growth isn’t always linear—even high performers face challenges—but your willingness to stay curious and actively work toward improvement is what matters most. Your track record is the best indicator of your potential to grow, and managers are here to support you through any rough patches. However, if performance remains consistently low or trends downward across two quarters, it may signal the need to part ways to make room for individuals better aligned with the role.
If you're considering a shift to a different role or department (great, we fully support this!). First, discuss it with your manager during your 1:1. They can help you evaluate whether it aligns with your strengths and career goals and explore internal opportunities with the Operations team.
Formal use refers to scheduled performance reviews and 360 feedback sessions that provide structured opportunities for reflection and alignment. In pervious years we haven’t used the frameworks during these processes, but now that they have been revised and are department specific they will be included in the reviews to provide more direct and actionable feedback. The first official use of this will be in June, 2025’s checkin.
Informal use means proactively engaging with the framework on your own—self-assessing, preparing for 1:1s, and tracking your progress throughout the year.
Great question. We want you to succeed. Your manager is your primary resource for support. They can help you identify actionable steps and recommend training or development resources. Additionally, we offer learning and development benefits to help you strengthen skills and build confidence and training on wellbeing through Plumm. If you would like more support reach out to Amber.