> ## Documentation Index
> Fetch the complete documentation index at: https://docs.ibbe.services/llms.txt
> Use this file to discover all available pages before exploring further.

# promotion criteria

## Purpose

To define a clear, merit-based, and transparent process for advancing between levels so every employee knows exactly what is expected to grow within the company.

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## Guiding Principles

* Promotions are based on demonstrated performance, not tenure alone
* Time in role is a minimum threshold, not a guarantee
* Promotions require evidence, not just manager opinion
* Every promotion is reviewed by People and Culture for fairness and consistency

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## Minimum Time in Role

| Current Level           | Minimum Time Before Promotion |
| :---------------------- | :---------------------------- |
| Fellow                  | 12 months                     |
| Senior Fellow           | 12 months                     |
| Partner                 | 18 months                     |
| Director                | 24 months                     |
| Assistant Group Partner | 24 months                     |

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## Promotion Criteria by Level

### Fellow → Senior Fellow

* Minimum 12 months as Fellow
* Performance rating of **Meets Expectations** or above for 2 consecutive reviews
* Demonstrates deep expertise in their specialty
* Can work independently without close supervision
* Has positively contributed to at least 2 completed projects

### Senior Fellow → Partner

* Minimum 12 months as Senior Fellow
* Performance rating of **Exceeds Expectations** for at least 1 review
* Has informally mentored 1 or more Fellows
* Has led at least 1 project or initiative to completion
* Demonstrates clear communication and accountability
* Recommended by Direct Manager and approved by Director

### Partner → Director

* Minimum 18 months as Partner
* Performance rating of **Exceeds Expectations** for 2 consecutive reviews
* Has managed a team of 2 or more Fellows successfully
* Has driven measurable improvement in their specialty area
* Demonstrated cross-functional collaboration
* Recommended by Director and approved by Group Partner
* People and Culture conducts a 360 review before final decision

### Director → Assistant Group Partner

* Minimum 24 months as Director
* Performance rating of **Exceptional** or **Exceeds Expectations** for 2 consecutive reviews
* Has managed multiple teams and delivered division-level results
* Demonstrates strategic thinking beyond day-to-day execution
* Has deputised for Assistant Group Partner on at least one occasion
* Approved by Group Partner and Chief Partner
* People and Culture conducts full 360 review

### Assistant Group Partner → Group Partner

* Minimum 24 months as Assistant Group Partner
* Consistently **Exceptional** performance rating
* Has led the division independently for a sustained period
* Demonstrated external presence and representation
* Approved by Chief Partner and Co-Founders
* Board-level notification required

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## Promotion Process

1. Direct Manager nominates the employee in writing
2. Director and Group Partner review and endorse
3. People and Culture verifies time in role, ratings, and criteria
4. 360 review conducted (for Partner level and above)
5. Compensation adjustment calculated by Treasury
6. Chief Partner gives final approval
7. Employee notified with new title, band, and effective date
8. Google Workspace title updated, ID card reissued

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## Fast-Track Promotion

In exceptional cases, time-in-role minimums may be waived if:

* Employee has delivered extraordinary, measurable impact
* Group Partner and Chief Partner both formally endorse it
* People and Culture documents the exception in writing

**Note:** Fast-track promotions above Director level require Co-Founder endorsement.

**Owner:** People and Culture — Director of Talent, in coordination with Group Partners and Treasury