✨ Link to further information about how to run a promotion event for your team ✨

• Promotion can happen at any time in the year when someone is ready and passes a promotion review
• We’ve developed a more robust promotion approval process which managers are being trained on now (linked above)

Salary increase process:

• Review the salary band for the new level

• The salary bands are bell curves, in your team you’d expect to see the bulk of the spread of salaries fall between the 30th%-60th% in the band, with a small smaller subset of people being paid at the bottom and top end of the banding

• When someone moves into a new level, you should be aiming at a salary under the 25th%

• Before suggesting a new salary to HR, you should cross reference the figure against existing team members at that same level, to avoid unintentionally creating gender pay gaps

  • Someone who is newly promoted should land lower in the salary band than someone who has been working through that level for some time

• You’re expected to stay and progress within a level for a number of years, it is not a year-on-year level promotion structure

  Before any communication to the employee confirming a promotion:

• Promotions must go through the promotion review process, then to your head of department for sign-off

• Promotions need final review from Head of People and CEO

• Promotion can also be accompanied by an equity top-up, if appropriate - speak to HR about this