Promotion configuration

The initial screen of the tab consists of two parts:

  1. PROMOTION CONFIGURATION - is divided into two phases of the promotion process, which should not be directly connected with each other (they are independent of each other)
  1. 1 START OF PROMOTION - the phase is counted in DP (development points) - the first stage of the promotion process, which must be passed in order to move on to the next stage. It is based mainly on the employee's skills self-assessment.

Development points - core (basic) skills for a given skillset, e.g. for a junior java developer. It is up to the employee to evaluate the skills for which development points can be earned. (The manager can select the skills to be assessed in the settings of a given skill set).

  1. 2 FINALIZE PROMOTION - is counted in CP (career points) - this is the second stage of the promotion process. It is mainly based on evaluating an employee's specific skills by his Manager.

Career Points are a special currency used in promotion processes. An employee collects points during the ongoing promotion process. When he reaches the required minimum number of points in each category resulting from the global configuration, then he acquires the right to receive a promotion. Career points are awarded from the manager's position.


  1. PROMOTION CATEGORIES - these are the individual parts of which the entire promotion process consists. Categories allow you to check how many points/percentage an employee needs to take part in the promotion process.

The manager has the possibility to create:

1. category "Additional skills", where he places additional skills

2. category "List of tasks", where he can configure these tasks freely (the administrator can configure "task lists" at the company level, and the manager at the employee level)



In order to qualify for a promotion, an employee must pass the individual "promotion category" and, in addition, the overall "required threshold".



Enable start of promotion process - with the help of this function, the manager determines from what threshold (in percentage) the process of a given promotion can start. Only points from the "Job position skills" category, i.e. core skills, count towards the start of the promotion process.

In the "promotion categories", you need to include tasks that an employee must fulfill to qualify for a promotion. For each task, you should set a percentage threshold that allows passing the category (this threshold is automatically converted into points necessary to acquire).

If the employee meets all the requirements, and thus passes each of the promotion categories, in the People -> employees tab, after selecting a specific employee, a new "Career goal" box should appear on their panel.

After clicking on "Set up promotion process" (e.g., when from the position of junior java developer the employee is promoted to regular java developer), the promotion process window appears, where the manager can evaluate the employee's skills. In this way, the employee gains career points. It is necessary to evaluate all the skills that appear there.

After evaluating all the tasks from the "promotion category", the manager will have the option to accept or reject the promotion process. After clicking "start," an email will be sent to the employee informing them that the promotion process has been started.




Counting Points

Development points: one of three assessments counts towards development points: self-assessment, supervisor's assessment, or assessment from the Talentscore platform. It is up to the employer to decide which of these assessments is most important in the process, but the default setting is: self > supervisor > TalentScore. This means that when, for example, all ratings for a given skill are missing except TalentScore, the rating from TalentScore is displayed. However, if there is a simultaneous rating from Talentscore and from the supervisor, the supervisor's rating is displayed. In the same way, if the supervisor's score existed at the same time as the "self" score. - The "self" rating would be displayed because it has a higher priority.
Punkty kariery: Przeliczanie działa analogicznie do punktów rozwoju, jednkaże domyślne priorytety oceny wyglądają tutaj następująco: supervisor > self > TalentScore.



Each job position has a defined "Mastery Level" for its skills. Since in a promotion program we primarily count the threshold value (an employee must exceed a certain threshold in order to be eligible to start and finish a promotion process), the Mastery Level in a given skill becomes the aforementioned threshold value.

Mastery levels can be different for different skill sets. Furthermore, a promotion program may consist of multiple assessments from different skill sets, which multiplies the potential number of mastery levels. Thus, it is assumed that the mastery level is the maximum number of points a person can earn for a skill.


If there are 3 skills in a given promotion program, one has a mastery level of 20%, another has a mastery level of 30%, and yet another has a mastery level of 50%, then the maximum amount of points that will be for a given set is 100 points - this is the sum of all the mastery level percentages.


However, the employer has the option of assigning a different score value for specific sets, defaulting to the entire company. In this case, the scoring scales proportionally to the number selected by the employer. 


For more information, see the article "Employee promotions"

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