I am a grade 14 remote employee and have been working my tail off to move to a 15 in my same role. Can any leaders share if this is even possible now?
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@fg totally a fair point! I’d assume that remote is very last on those lists too.
I’ve been denied an online promotion for more than a year now. My immediate manager has worked with me to go through the process and request one now on multiple occasions. I’m the top performer on my team, have regularly received an extraordinary rating, and the HR guidelines for my sales role even dictate that I am well past the point at which I should have been moved up a job grade. And yet it’s been denied on more than one occasion as it makes its way up to the MC. Historically the RM/sales roles would be automatically adjusted based on the book of business that was being managed but that has long since gone by the wayside and those of us that weren’t taken care of before the change to GK are now unable to advance.
Not likely, in HUB (not a desirable one) and stuck at 14 for 8 years despite switching jobs and learning new skills.
TL;DR: "Do more with less" = inline promotions are dead in most orgs and few-and-far between in orgs still permitting it.
Like every other poorly developed/executed strategy at this institution, career advancement opportunities and methodology depend on which org you're in. During a CC all staff meeting over a year ago, LG explicitly stated inline promotions are dead. According to her the only way one can move up in pay grade is if 1.) there's an open inline requisition that they apply to and get hired for, or 2.) there's an open requisition for a different role entirely that they apply to and get hired for.
Developing the additional skills, taking on the additional responsibilities, and delivering greater quality work expected of the next-level inline pay grade not only won't earn you a promotion at USB, it won't even earn an Exceeds Expectations performance rating anymore. But it will certainly earn you more responsibility and more work with zero additional compensation because that's exactly the intent of their "do more with less" strategy. And if you refuse to take on the freeloading extra work due to the logical and reasonable rationale that if there are additional team responsibilities/workloads above and beyond what you were hired for and get paid for, then surely that must justify either hiring another FTE and/or a next-level [fill in your role], which you would be very much interested in applying for, it may earn you a PIP.
Sr leaders intentionally keep all of this ambiguous, lest more peasants start catching on to how/why they create brand new grade 18,19, 20+ job requisitions with new bogus job titles (Ex. "SVP Process Control Director") to bring in their unqualified friends and steal promotion opportunities rightfully earned by qualified industry professionals, after years of shedding their blood, sweat and tears for this now undeserving company.
The silver lining is that there are hardly any qualified professionals left here who know or care what's going on. So if you want to quietly refuse the extra work until you can get away from this dump, just agree to whatever tasks come your way, then throw together some slop in short order that has whatever results they want to see, apply the lipstick to the pig, and stick a fork in it. There's literally almost no one left who is willing or able to provide technical credible challenge of anyone's work and Sr leadership certainly has no clue what the outcomes are supposed to be. If anyone does happen to question your slop, simply respond with something that further strokes their ego and tees them up to take credit for your work, as they will anyway, like "that's a great enhancement recommendation, thanks for bringing it to my attention. I'll get right on it." It's sufficient for day-to-day survival with minimal effort because narcissists are incapable of distinguishing between genuine and feigned bootlicking.
I'm convinced it's not possible and direct managers have said as much. They don't get the funding but are frustrated by the MC's constant refrain of "work with your manager on your development!" knowing full well they don't get the money to do anything about it.
If you are truly "working your tail off" for US Bank, you clearly lack the mental acuity to be promotion-eligible.
Be content with what you already have. You aren't qualified for anything more.
@OP highly unlikely
@a7 was this at the AVP/VP level that they were promoted?
Yes, that is possible. Remote works are still eligible for in-line promotions and I know of at least one this cycle who did so. Wasn't any particular resistance to it either as long as it was justified.