Employee Promotion Policy

In the company the performance of employees are given utmost importance as the promotions of the
employees are based on their performance. The company provides ample of opportunities to have
successful career in the company for its employees.

Every organization need to specify clearly its promotion policy based on its corporate policy. The policy
should contain clear cut norms and criteria for promoting an employee. The policy should be fair and
impartial and should be applied uniformly to all employees without giving scope for nepotism, favoritism
etc. Promotion systems necessitate a twofold balance between the choice of the individual most suited
to fulfill the job role and thus contribute effectively to the organization’s mission, and individual’s
aspirations for promotional opportunities, which need to be satisfied.

Objective

The objectives of the promotion policy and its procedure are

a) To recognize and reward, merit and competence

b) To develop existing executives to meet the future needs of the organization.
c) To improve organizational and functional effectiveness.
d) To provide career opportunities and a sense of fulfillment to executives of the Company.

Guiding principles under lying promotion policy

The guiding principles underlying the Promotion Policy of the Company aim at providing and maintaining
appropriate resources and environment for the effectiveness, efficiency and satisfaction of its executives
and motivating them to apply and develop their abilities and capacities to achieve the objectives of the
Company. It will be the policy of the Company to provide its executives with appropriate opportunity,
encouragement and career growth, consistent with their contribution to the growth of the Company, on
the basis of the following basic principles:

A) To ensure fairness, consistency and uniformity in the matter of promotion of executives in the
Company.
b) To provide broad equality of opportunity in growth and career prospects;
c) To create and sustain the morale of the executives by informing them of the kind of career promotion
opportunities that exist in the Company and the basis of and the manner in which such promotion will be
effected.

Policy brief & purpose

 A) Promotion shall mean movement of executives from the post in the lower grade to the post in the
next higher grade in the line of promotion as defined herein.
B) The promotions will be given effect from 1st April during annual increment cycle.
C) .All promotions shall be subject to completion of minimum two years of service with Bhargava
Phytolab. Mere fulfillment of the qualifying period of service will not confer any right for
promotion.
D) The eligibility for qualifying service for promotion to next higher grade will be determined on the
basis of continuous service in the lower grade

All promotions shall be approved by the Director only on the recommendations of a duly
constituted Department Head.

Scope
This policy applies to all employees who qualify for promotion. Employees may be promoted only after
their two years onboarding period ends and if they are not under a performance improvement plan.

“Promotion” may be a move to a position of higher rank, responsibility and salary. Often, employees may
advance to positions that don’t come with higher managerial authority. Instead, these advancements
may be a career or role change that helps employees develop and grow.

Employees may be promoted within the same or another department or at other location.

Policy elements
We will promote employees based on their performance and workplace conduct. Acceptable criteria for
promotion are:

● Experience in the job or tenure.

● High performance level in last review cycle.
● Skillset that matches the minimum requirements of the new role.
● Personal motivation and willingness for a change in responsibilities.

● The Executives who acquire higher qualification after joining in a particular lower post, which is
similar to or higher then as provided , then he will be considered for his next promotion with
lesser qualifying period as in after completion of even one year of service

When can managers consider employees for promotion?

Promotions may occur when:

 ● A job opening is advertised internally as well as externally.
● A position opens unexpectedly and our company wants to fill it from within.
● An employee has consistently good performance evaluations and their manager deems them
ready for the next step in their career.

Process for standard promotions

During this process, managers may consider selecting employees to move to a higher-level position, or
a position that better matches their skills and aspirations. Spontaneous promotions may also occur if a
business need arises.

Managers should follow this process:

1. Meet with employees to talk about their career goals and/or aspirations for a promotion.
Managers should create career plans for their team members.
2. Identify opportunities to promote one or more team members, if applicable (by either filling
vacancies creating new jobs or enhancing job titles.)
3. Discuss the promotion with [HR/ direct supervisor/ department head] to receive approval.
Managers should also ask HR about the new position’s salary range and any new benefits they
should present to their team member.
4. Arrange a meeting with the employee to determine whether they’d be happy with this career
move.

Managers must keep detailed records of the process to support their decisions to promote employees.
These records may also come in handy if other employees find the decision unfair or sue the company.

Internal job posting

We encourage hiring managers to post job openings internally. HR team may post the job internally for a
period of time before they post externally or post at both places at the same time. Internal candidates
may be given priority in the hiring process since they’re already familiar with our culture and
expectations.

Job postings should mention if the promotion involves relocation. Discrimination against protected
characteristics is prohibited both for internal and external hiring decisions.

Managers who post job openings internally should:

1. Consider all applications equally, based on their predetermined requirements.

2. Determine whether an internal candidate has the skills to perform the job.
3. Examine recent performance evaluations of internal candidates.
4. Interview qualified internal candidates if necessary.
5. Inform candidates whether they were selected for promotion. After the employee has accepted
the job, hiring managers should inform HR and the employee’s current supervisor, if appropriate.
 6. Keep records of the application review process and note the criteria with which they
rejected/hired an internal candidate.

Career development outside of promotion

Managers may often choose to expand employees’ duties, authority and autonomy without promoting
them directly. For example, a salesperson may become a team leader and a MIS Executive will become
Sr. Executive.

These changes may not always come with a formal title change. Employees may be awarded a higher
salary or bonuses. The new benefits depend on the position and are at the immediate supervisor’s
discretion.

Managers should keep an updated promotion plan in their team members’ file and discuss future career
moves during performance reviews.

Disclaimer: This policy template is meant to provide general guidelines and should be used
as a reference. It may not take into account all relevant local, state or federal laws and is not
a legal document. Neither the author nor Workable will assume any legal liability that may
arise from the use of this policy.