Promotion Criteria & Process
Purpose
Defines how Spartan identifies, evaluates, and promotes employees — ensuring promotions are merit-based, transparent, and tied to demonstrated performance over time. ## Who This Applies To
All employees. Josh makes all final promotion decisions. ## Promotion Pathways
### Field Technicians
| Level | Criteria |
|---|---|
| New Tech (0-90 days) | Completing 90-day onboarding program |
| Technician | 90-day review passed; meeting KPI targets |
| Senior Tech / Lead | 12+ months at Spartan; consistently above KPI targets; can run LTO situations independently |
| Coach / Trainer | Demonstrated leadership, ability to coach peers; Josh selects |
### Office Staff
| Level | Criteria |
|---|---|
| Office Associate | Onboarding complete; meeting call booking and dispatch targets |
| Senior Office | 12+ months; low error rate; customer satisfaction feedback strong; can train new hires |
| Office Lead / Manager | Josh selects based on demonstrated leadership and operational ownership |
### Sales
- Progression from supervised to independent sales based on closing rate and conversion average
- Lead sales role available for consistently top performers with 30%+ closing rate sustained over 6+ months
## Promotion Criteria — All Roles
1. KPI performance: Must be at or above target for the review period (minimum 60 days of sustained performance)
2. Attendance record: No active PIPs; no pattern of unexcused absences
3. Team conduct: Positive peer feedback; no conduct violations
4. Readiness for next level: Can perform at least 80% of the next level's responsibilities
Personality assessment note (Slack): Employees advancing to more senior or leadership roles may be required to complete a Prevue personality assessment. Must be completed by the deadline given to continue in the process. ## Promotion Process Steps
1. Coach or manager nominates employee — submit to Josh with KPI evidence. 2. Josh reviews KPI data, attendance record, and peer/customer feedback. 3. Josh approves and sets the effective date and new pay rate. 4. Manager communicates the promotion to the employee in a 1:1 — describe specifically what they did to earn it. 5. the Office Admin updates Paylocity with new title and pay. 6. Announce to the team at the Monday Morning Meeting (with the employee's permission). ## Important Notes
- Promotions are not automatic with tenure. Time at Spartan is necessary but not sufficient. - Do not create expectations of promotion during onboarding — it must be earned through results. - A promotion announcement at the Monday Meeting reinforces Spartan's culture of recognizing excellence publicly. ## Related SOPs
- Performance Review Process — formal KPI assessment
- Compensation Structure & Pay Bands — how pay changes with promotion
- One-on-One Meeting Framework — ongoing coaching toward promotion