This is a question to which I personally have no answer, but I know many people who have been promoted even though their new roles go far beyond their modest competencies.
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A black guy was just promoted to a second level safety position even though he has multiple ethics violations and reports against him. Literally promoted because he was black. No wonder why the whites don't give a cr-p anymore. Why should they?
This site is the best place to get inside info and truth about Boeing. Most every other site is part of the Boeing propaganda machine. You just have to ignore the massive down voting done by the corrupt Boeing PR slimebags.
In I.T. the grade range is level 1 to level 6. I have never heard of any level 6's or 1's EVER. New hires are brought in as level 2's and from 2006 to 2021 they embarked on a program to get rid of all level 5's. They ran a "Grade Averaging" metric to accomplish this, with the target being 3.7. Groups could have any number of level 2, 3, 4, or 5's but the cumulative average for the group could not exceed a level average of 3.7. This put a premium on laying off 5's &hiring 2's to bring the average down to 3.7, and freezing your level 3 and 4's with no promotions for the past 17 plus years. They finally outsourced all of I.T. and no longer have to do the 3.7 program !!! Everyone was laid off and the only former boeing employees retained by the outsource companies working the boeing contract were the level 1 and 2's. Boeing is finding out the old adage of "you get what you pay for" is coming home to roost.
Wrong skin color, plumbing, or too many birthdays?
There are no real high performers at Boeing these days. There are only the special people who have been selected based on nepotism and placed to get high salaries, large bonuses and severance packages and then there are the clueless, low labor rate workers like you who have never met a brilliant, high performance person. All the people with aerospace engineering and managerial experience/substance are long long gone from Boeing doing great stuff for other companies, retired or dead.
does not promote high performers because they do not care if you leave the company. They want to bring in level one engineers at the lowest pay grade have them stay 5 to 10 years and then leave out of frustration so They can replace them with another level one with no experience. They only care about cutting costs by hiring the least experience and cheapest engineers available. The company does not believe they need a level three or level for engineers unless they are a lead
The simple truth: Managers take your credit when things work out. Blame you when things don't.
If you promote them, who will do the work?
The other problem has been that these designated high achievers never get much experience in any significant to make good decisions in an engineering or technical company. They spend little if any time practicing engineering and are rapidly promoted to different positions never acquiring the requisite depth of knowledge or skills for the high positions they essentially inherent being the chosen people. It's more about creating what appears to be an impressive resume than creating leaders that have any substance. And in the new Boeing, none of them are accountable for largely being total failures in all that they do.
Actual performance does not affect high level advancement and promotion at Boeing and really hasn't for many decades. Boeing uses a succession plan that contains the names of people slated to get each position when the people currently in this position leave it for various reasons (e.g., death, demotion, promotion, retirement, etc). People who get put on the succession plan typically get put on it when they intially hire into Boeing and are typically relatives or friends of people who are in or have been in these high level positions. It's all about connections and nepotism.
In the past, if a person in the succession plan failed to perform, say they missed budget or schedule requirements or allowed a quality/safety issue to happen, they were demoted or side-lined or even fired. But in the last couple decades, failing to perform hasn't been treated that way and there hasn't been any accountability.