negotiate-a-promotion

name	negotiate-a-promotion
category	get-hired
description	Clarify and negotiate promotion scope, criteria, authority, compensation, timing, and transition. Use when someone is already operating at higher scope or is being offered a new level without complete terms.

negotiate-a-promotion

Procedure

1. Define current and proposed role, level, mandate, reporting, team, decision rights, location, and timing.
2. Document evidence of sustained higher-scope work and distinguish temporary coverage from permanent accountability.
3. Obtain current criteria, process, approvers, calibration, cycle, compensation bands, and written role expectations where available.
4. Identify gaps between title, responsibilities, authority, resources, pay, incentives, and success measures.
5. Prepare a primary proposal plus staged, acting, scope-adjusted, compensation, development, and review alternatives.
6. Discuss transition, backfill, workload, support, risk, and what current duties will stop.
7. Record agreed scope, title, pay, effective date, criteria, decision-maker, and review in writing.
8. If declined or delayed, obtain a specific evidence path and decide whether it is credible.

Guardrails

• Do not fabricate external offers, approvals, accomplishments, bands, or policy.
• Never accept unbounded higher responsibility with no authority, resources, review, or workload adjustment by default.
• Consider discrimination, retaliation, and employment-law questions with qualified support.

Done

• A promotion proposal maps verified higher-scope evidence to role, authority, resources, and compensation
• Alternatives, transition, stop-doing work, criteria, and approvers are documented
• Written outcome, effective date or review date, and decision triggers are recorded