Clarify advancement criteria, document your contribution, test growth opportunities and prepare a grounded role or compensation discussion.
Ask what responsibilities, evidence and business need distinguish the next role. Record written criteria, feedback sources, decision owners and review timing. Compare these with your current scope and identify questions that need clarification.
Record work delivered, your responsibility, outcomes and the source of any metric. Include collaboration and lessons learned without claiming other people’s work. Update a resume version with experience you could explain in a review conversation.
Choose an actual gap and a permitted project, practice or learning activity that could demonstrate progress. Agree scope, resources, feedback and an observable deliverable with the relevant person. Use the time budget to check capacity and negotiate priorities if the plan adds work.
Compare current evidence with the agreed criteria. Explain the role or compensation change you want and ask about the decision and remaining gaps. If modeling a raise, label it as your proposed scenario. Record the actual response and any commitments.
Confirm changes in role, pay, responsibilities and effective date in writing. If no change is offered, decide whether further development, a different internal role or an external search fits your needs. Track actual openings and compare written offers when available.
Keep role expectations, criteria and manager questions. · Keep evidence sources and relevant feedback. · Record scope, support, milestones and feedback. · Keep the discussion, response and next review action.
Organize truthful experience and achievement wording.
Check the weekly time needed for the proposed work.
Model a proposed gross salary increase only.
Track genuine openings and next actions if a search is chosen.
Compare actual written compensation alternatives.
Loading your checklist…
BLS occupation profiles describe duties and entry requirements that can inform role research. Employer advancement criteria still need direct confirmation.
CareerOneStop describes how to present relevant work, responsibilities and accomplishments. Use verifiable examples in a development discussion.
Maintain a criteria-to-evidence record: requirement, current example, gap, next deliverable, feedback owner and review date. The record does not forecast promotion probability.
Retain the sources, date, open questions and next action with this plan. Update the record when the employer, schedule or assumptions change.
Resume and application workspaces save only when you choose Save in this browser. Download their JSON backups for recovery. The notepad saves one text document locally; download separate notes before replacing it.