Promotion is a moment in an employee's journey that requires changes in the expectations of what the employee needs to do and deliver - increase in the scope and complexity for which the employee should also be rewarded accordingly.
THE ROLES & RESPONSIBILITIES IN THE PROCESS
Site HR is responsible for initiating the promotion action in the tool for Non-Cadre roles or Transfers to another Team or country;
People/Line Managers are responsible for initiating the promotion and pay rate change action in the tool for Cadre roles;
Strategic Business Partners (SBPs) are responsible for initiating the promotion and pay rate change actions in the tool for Executive (S23+) roles;
The Payroll Workforce Data Administration team is responsible for checking & approving those requests at the last step of the workflow;
The Payroll team ensures requests are processed following payroll rules & calendar;
Promotion / Pay rate change statements are available in the System (unless local legislation requires another document to be used - in this case document to be provided by the Site HR) and promotions / pay rate changes must be communicated by People/Line Managers.
WHAT IS AND WHAT IS NOT CONSIDERED A PROMOTION CASE
The following scenarios are considered as a promotion case:
Scope increase (no grade change) - tangible additional responsibility that is above the existing scope of the position, but below requirements of a higher grade according to Generic Job Descriptions(increase in pay with no change in S grade or STI plan);
Same position with a higher S Grade - significant increase or change in the role as defined with Syensqo Job grading methodology and GenericJob Descriptions that justifies increase of S grade (by 1 or 2 levels);
New position within the same Team / Department - change in the scope, role & responsibility and remaining part of the same Team (reporting to the same manager);
Internal move (or transfer) to another Team / Site / Entity - as part of internal recruitment or career development plan employee has been offered and the employee has accepted a new position in another Department / Entity.
The following scenarios are not considered as a promotion case:
Change in the Job Title;
Change in Compensation Information or Pay Rate (increase of salary during the year for any reason other than change of scope or job, for example off-cycle pay increase);
Change in Department or Team; this type of career development is referred to as "Transfer."
A Transfer is an internal move of an employee to another position in another team/site/entity as a result of internal recruitment project or in the framework of a career development plan of the employee.
Please note: Ensure that prior to proceeding with the promotion action, a vacant position with new job grade information has been created first. Also, a vacant position is required only in cases of complete change in the employees role / job. A vacancy is not required in cases of increase of scope or increase of responsibilities of the employee.
