1. MERIT PLANNING &
PROMOTION
METHODOLOGY
Pooja Tiwari

2. PROFORMANCE
MANAGEMENT
Its an ongoing, continuous process of communicating
and clarifying job responsibilities, priorities,
performance expectations, and development planning
that optimize an individual's performance and aligns
with organizational strategic goals.
LETS GET STARTED

3. IMPORTANCE OF
MERIT AND
PROMOTION
MERIT PLANNING
01 Merit pay is the type of compensation a company
uses to reward higher-performing employees with
ongoing additional pay. Merit pay involves giving
employees a permanent pay raise based on past
performance
PROMOTION PLANNING
02 A promotion is when an employee is elevated to
the next level, job grade, or designation. This
upward advancement within the organizational
structure ensures the employee attains

4. CRITERIA FOR
MERIT PLANNING
• Current Year employee Performance
⚬ Employee Self Evaluation (Competencies Vs Rating)
⚬ Manager Evaluation (Employee Self Evaluation vs
Talent Analysis)
⚬ Head Of Department Evaluation (Department Bell
Curve Vs team Development Plan)
• Growth History of last 2 Years each employee
• Peer feedback
• Internal Parity / Department Parity as per skill
type (p33, p50, p60, p75)
360 DGREE FEEDBACK
• Peer
Feedback
• Internal
Parity
• Previous
Years growth
History
• Current
Performance
90 180
270
360
Companies can designed 360 degree as per their own criteria

5. CRITERIA FOR
PROMOTION
• Based on Current performance rating (e.g Exceeds and
Outstanding Performance)
• Historical promotion period (e.g >=18 months)
• Use various matrix for more visibility
⚬ 09 Box fitment
⚬ HiPo and HiPe
⚬ HiPo and MePe
⚬ MePo and HiPe
• Work tenure is the company (e.g >=24 months)
• Categories talent category
o Top Talent
o Value Talent
o Critical Talent
o Emerging Talent
o Key Talent

6. MERIT INCREASE
MATRIX REFERENCE
Final
Rating
Rating Name Eligibility Merit
Increase
Range
5 Outstanding Performance Yes 9-12%
4 Exceeds Expectations 5 to 7%
3 Meet expectation 2 to 5%
2 Below Expectations No/ Based on
next evaluation
0%
1 Not Performed
Companies can follow the rating & increase % as per their own ways

7. PROMOTIONAL
INCREASE MATRIX
REFERENCE
Final
Rating
Rating Name Eligibility
Promotion
Increase Range
5
Outstanding Performance
Yes
12-15%
4
Exceeds Expectations
5-10%
3
Meet expectation
5%
2
Below Expectations
Not
Applicable
0%
1
Not Performed
Companies can follow the rating & increase % as per their own ways

8. BELL CURVE
REFERENCE
Ddepartment/ Company
% of Bell Curve
Bell Curve Parameter
10 Need Improvement
40 + 40 Value Talent/ Critical Talent
10 Emerging Talent/ Key Talent
10
40 40
10
0 0 0 0
0
5
10
15
20
25
30
35
40
45
1 2 3 4
BELL CURVE
Definition of talent may change company to company

9. 360 Overview at various Level - Degree- Final
Increment and (RACI)
Degree Evaluation HOD's C-Level Finance
90 Employee Self
Manager / Reporting
Manager
Rating
HOD's Final
Increment
Overall Budget
180 Peer Feedback Last Year Increment Bell Curve Max Capping
270
Last year
Performance Rating
Last year promotions Functional Budget
Overall Budget
+ Exceptional
Budget
360 Last year promotions Bell Curve
Recommendation /
Adjustments
Release as per
effective date
OVERALL FRAMWORK

10. FUTURE OF WORK
POST PROMOTION
Talent
Development
and L&D
Interventions
Upcoming
year Goal
Setting
Employee
Experience

11. THANK You !!
Pooja Tiwari