Many organizations frequently use highly structured processes for determining eligibility for promotion to supervisory or management ranks. For the individuals involved, a lot is riding on the outcome of these procedures, and as a consequence, it is of paramount importance that the promotional process be viewed as fair and valid, in terms of both its design and its implementation.

Ellis Associates has assisted numerous organizations in the private and public sectors to develop promotion systems that were ultimately viewed as valid, fair and resulted in excellent outcomes for all key stakeholders involved in the process. We normally begin by establishing a design team of representatives from all stakeholder groups. Our consultants guide this group of stakeholders through a variety of design and policy decisions such as seniority, eligibility requirements, assessment measures to be used, etc. This helps to ensure that the process is based on up-to-date research and assessment technology, and reflects the sort of "best practices" that would stand up if promotion decisions were ever challenged. Job relevance is assured by using a "subject matter expert" committee drawn from the ranks of the stakeholder groups to conduct a structured competency profiling process on which to base assessment materials. Following approval by the design team and endorsement by all key stakeholders identified early in the process, key client participants are then trained as assessors. This process helps to ensure that the new promotion process is "owned" by the client thus reducing reliance on the consultant and on-going consulting fees.

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