E5 Promotions

Background

Aims of the promotions process

To enable DFID to recognise high-performing staff and provide career opportunities that make the most of their talent and potential.
To facilitate effective workforce planning by ensuring the right calibre and numbers of staff are deployed effectively in line with changing organisational needs.
To expand the pool from which Departments and Divisions can recruit - allowing them to select the best available candidates to meet their business needs.
To empower "the line" to have effective conversation about talent and career development options for staff; and to make an informed assessment of people's capability - providing managers with greater discretion and authority.
To enable people to plan different career paths as a generalist, or within a specific specialist field.

A Job Holder's career aspirations and their suitability for promotion will be reviewed as part of the ongoing dialogue between the Job Holder (JH) and Reporting Officer (RO). An optional promotability assessment will be made at the end of the reporting year.

Staff Appointed in Country (SAIC) will also be covered by this system.

For specialist promotion, Job Holders will submit evidence of their specialist competences and experience to the Heads of Profession/Specialism. This will be framed in terms of the relevant technical/specialist competency framework.

The system integrity will be maintained through annual higher level moderating meetings conducted at divisional level.

Compliance Tasks

During the Year:

1. RO's and JH's to meet regularly to discuss career aspirations and suitability for promotion.

Task assigned to: All Staff, Line Manager

End of Year:

2. Initial discussions to prepare and plan for a end of year process with the JH.

End of Year:

Task assigned to: All Staff, Line Manager

3. If appropriate, decide on initial promotability rating to be submitted for moderation.

Task assigned to: All Staff , Line Manager

End of year:

4. Divisional Moderating of promotability.

Task assigned to: Director, Head of Department

End of year:

5. If appropriate the RO will complete optional promotion assessment form once QA signs off PMF.

Task assigned to: Line Manager

End of year:

6. Work together to informally resolve any dispute about ratings etc.

Task assigned to: All Staff, Line Manager

Risks of non-compliance

DFID does not promote people with the required skills and abilities
Negative impact on DFID's ability to achieve its goals
DFID is taken to an employment tribunal due to an alleged breach of discrimination on age, race, gender, sexual orientation, disability or religion.

Last updated: 03 Oct 2011

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