Quote:
Originally Posted by Unregistered
Have been in this forum for a while so I recalled something like this was discussed previously: post #3318. But of cos nobody knows if this is true unless u have worked in MOE HR i guess?
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HR will flag officers for promotion at intervals. The algorithm that determines this interval is not known to us, all we know is that it is somewhat related to CEP. Based on this, the school then decides whether to support/not support the promotion. HR will then execute the final decision.
That's why they say that "the rate at which you MAY be promoted depends on CEP, but whether you are actually promoted at each instance depends on your performance". You would have heard this line while in NIE before, or even from colleagues/mentors. |
This is the most accurate representation of what happens in most cases of promotion.
Every year, HR flags a list of officers that are so-called "due" for promotion to the P. The P will then deliberate, in consultation with the VP(s), ROs and other mid management, whether to support the promotion or not. They will submit their recommendations back to HR. HR makes the final decision on promotion and informs the P of the outcome.
Of course, in some cases, the P is at liberty to enquire through their HR Partner about a specific officer's promotion (or lack thereof). However, as the P is also an EO, they are likely not going to be furnished with detailed information about why that officer is not flagged for promotion (beyond a generic holding line), or any detailed information about their expected career trajectory. HR guards EO-related information very tightly and EOs are not privy to much of this information, which is dispensed on a stringent need-to-know basis. So if the P wants to push for an officer's promotion, the most they can do is send a recommendation/enquiry into the big black box that is HR, and wait for the black box to spit out an outcome.