Choose a career move that still reads as a promotion
Specialist promotion case when seniority means direct reports
Flattened Org: Build a Promotion Case for Merged Scope
Build a promotion case when the state scores your firm, not you
Your promotion is a company call, but the state's scorecard makes your firm's local-PMET share a hidden variable.
EvidenceSee section →
Specialist promotion case when seniority means direct reports
Build a senior IC promotion case with scope, solved problems, results, and a pay/status parity ask instead of headcount.
Build a promotion case that can move before the next review
If you are told to wait for the annual review, build the off-cycle file now: scope, impact, autonomy, evidence, ask, and trigger.
The three-step checklist for moving a stalled promotion when you already meet the criteria
Pin the written criteria, name the processor, and date eligibility to make a stalled promotion impossible to process slowly.
Build a written next-level promotion file before the review window opens
Build a written next-level file before the review window: documented outcomes, named projects, manager support, and a fairness blocker check.
LevelsSee section →
Build a promotion case when the state scores your firm, not you
Your promotion is a company call, but the state's scorecard makes your firm's local-PMET share a hidden variable.
Flattened Org: Build a Promotion Case for Merged Scope
After a reorg merges teams and cuts layers, your promotion case should show documented ownership of the new scope, not just old expertise.
Building a GS-6+ Promotion Case After the 52-Week Rule Ends
Build a GS-6+ promotion case around agency prerequisites, job standards, competencies, and manager timing after the 52-week time-in-grade rule ends.
Citi's Two-Year Analyst Rung: Get the Ladder in Writing
Use Citi's shorter analyst rung as a template: ask for the time-in-rung, performance bar, decision date, and benchmark in writing.
MovesSee section →
Choose a career move that still reads as a promotion
Use documented scope, public credit, and a clear next seat to judge whether a reorganization, advisory role, or exit reads as a promotion.
Make an Unsolicited Internal Offer Count Toward Progression
Before accepting an internal offer, audit the profile, eligibility, and scope so the move supports your level, not just your org chart.
A four-move map for promotion when the role above you changes
Classify insider step-up, sideways chair, revived seat, or external lateral, then match evidence to the promotion path it opens.
Keep Your Promotion Case Alive With an Internal Move
When a role is eliminated, a documented lateral into a surviving team can preserve your case; severance and outplacement are the fallback, not a panic exit.
Turn a hidden-pay job ad into a midpoint-first ask
Before you interview, make the missing pay band visible with a midpoint-first ask and a written range request.
Turn a company pay freeze into a market-adjustment ask
Measure the real-terms gap in your comp during a pay freeze, then turn it into a market-adjustment ask or a sideways move.
After a Pay Freeze, Build Your Raise Case Around Named Costs
A pay freeze is a budget signal. Rebuild your raise case around the cost lines the company named, then ask for level, scope, or a dated review.
Set your raise ask at the new wage floor
A minimum-wage change is not a promotion, but it gives you a clean floor for checking your pay and setting the bottom of your raise ask.
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