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Seb Anthony

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Guidelines for tying training completion to promotion


I work for a medium-sized global business and IT services consultancy and have been asked to put together a proposal and process for tying completion of mandatory training to promotions. Our current promotion criteria are merit-based and look at impact ad value that an individual has added, rather than a tick-box approach to meeting certain criteria. Also, things change pretty fast here, so I don't want to create anything that is too strict. Does anyone have any ideas or examples that they could share with me? Thank you.
Heather Nicholson

One Response

  1. Training completion & promotion

    I have worked with progression criteria which is a means of tying the achievement of certain criteria to pay. This could be developed into the concept you are seeking.

    I think this type of system works well but should be an across the board system which links into performance management.

    If you have clear objectives that individuals need to achieve eg the attainment of qualifications/training they they are specific. Other factors can be built in accordingly such as having completed a good appraisal to that the whole picture is considered.

    Bringing such a system into place will need careful planning and essential manager training to ensure they operate the system fairly.

    If you need any further advice let me know.

    Sandra Beale MCIPD
    07762 771290


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