So the question is: why are you expected to have something to "show for" before you even get any experience in that appointment? It's like interviewing a Teacher for a SH position and questioning why the teacher has no SH work experience. The panel should be looking for dispositions, attitude and readiness to learn, not prior experience. It's almost like telling fresh grads that to land their first permanent position, they have to work for free for a while first to gain experience at low risk to the company, before they dare to demand a salary for the same work.

If you don't give people a chance and the right resources to perform, you are doing them an injustice. The internal appointment trend has to die. SLs have to be more willing to take risks on promising individuals with the right dispositions, rather than being obsessed with seeing track records of work done in so-called "stretch appointments" which are really underpayment for extra work done beyond the subgrade's fair deployment guidelines.