The Promotion Assessment Form is a crucial document used in South African organizations to facilitate fair and transparent promotion decisions. It is designed to comply with South African labor legislation, particularly the Employment Equity Act and Labour Relations Act, while providing a structured framework for evaluating employees' readiness for advancement. This document should be used whenever an employee is being considered for promotion, whether through direct appointment or competitive selection. The form captures essential information including current performance, competencies, leadership capabilities, and development areas, serving as both an assessment tool and a record of the promotion decision-making process. It supports organizations in making objective promotion decisions while maintaining compliance with employment equity requirements and fostering talent development.
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1. Employee Information: Basic details including employee name, current position, department, length of service, and employee number
2. Position Details: Information about the position being considered for promotion, including job title, grade/level, department, and reporting line
3. Current Performance Review: Summary of recent performance reviews, KPIs, and achievements in current role
4. Core Competency Assessment: Evaluation of essential skills and competencies required for the new position
5. Leadership Capability Assessment: Assessment of leadership abilities and potential (where applicable to the promoted position)
6. Technical Skills Evaluation: Assessment of specific technical skills required for the new role
7. Development Areas: Identification of areas requiring improvement or development
8. Recommendation: Final recommendation regarding the promotion, including justification
9. Assessment Committee: Details and signatures of assessment committee members
10. Authorization: Approval sections for relevant authorities (HR, Department Head, etc.)
1. Employment Equity Considerations: Section addressing employment equity goals and considerations - required when promotion decisions need to factor in employment equity targets
2. 360-Degree Feedback: Feedback from peers, subordinates, and other stakeholders - optional for senior positions or where comprehensive evaluation is needed
3. Project Management Experience: Detailed assessment of project management capabilities - include when relevant to the new position
4. Budget Management Experience: Evaluation of financial management capabilities - include for positions with financial responsibilities
5. Previous Acting Experience: Assessment of performance during acting or temporary promotion periods - include if applicable
1. Performance History: Detailed record of past performance reviews and ratings
2. Qualification Certificates: Copies of relevant qualifications and certifications
3. Training Record: List of completed training programs and development initiatives
4. Job Profile: Detailed description of the position being promoted to
5. Skills Matrix: Comprehensive assessment matrix showing required vs. current skills
Authors
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Manufacturing
Retail
Mining
Technology
Healthcare
Education
Professional Services
Public Sector
Telecommunications
Construction
Agriculture
Energy
Transportation
Hospitality
Non-Profit Organizations
Relevant Teams
Human Resources
People Operations
Talent Management
Learning & Development
Employee Relations
Organizational Development
Recruitment
Performance Management
Employment Equity
Relevant Roles
Human Resources Manager
HR Business Partner
Talent Development Specialist
Department Manager
Line Manager
HR Director
Employment Equity Officer
Recruitment Manager
Learning and Development Manager
Performance Management Specialist
HR Administrator
Organizational Development Consultant
Employee Relations Manager
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