90 Day Promotion Plan

Target scope: [responsibilities, not only title] Business need: [problem the organization recognizes] Evidence needed: [observable contribution] Stakeholders: [people affected] Development action: [skill or experience gap] Manager alignment: [criteria and review date] Discuss organizational needs and criteria before assuming a promotion is available. Completion of this plan does not guarantee a promotion.

Week 1: clarify target scope with your manager. Week 2: document current responsibilities and evidence. Week 3: identify a business need and agree on a bounded contribution. Week 4: checkpoint on criteria, priorities and capacity. Week 5: carry out the agreed action. Week 6: collect factual feedback from relevant stakeholders. Week 7: address a development gap. Week 8: checkpoint on evidence and scope. Week 9: document outcomes and measurement limits. Week 10: test whether the contribution is repeatable. Week 11: draft the promotion case. Week 12: review with your manager and agree on next steps. Week 13: record the decision, open criteria and next review date. For each week add: action [ ]; owner [ ]; due date [ ]; evidence [ ]; adjustment [ ].

What broader responsibility would help the team? Which evidence would demonstrate that I can handle it? What constraints or approval steps should I understand? Which current work should be deprioritized? When should we review progress? What should happen if the role or budget is unavailable?

Requested scope: [ ] Business need and timing: [ ] Contribution one with evidence: [ ] Contribution two with evidence: [ ] Stakeholder feedback and permission to quote: [ ] Remaining development need: [ ] Resources or support needed: [ ] Requested decision and review date: [ ] Keep this summary to one page. Attach supporting work separately where sharing is permitted.

Alex, an operations coordinator at fictional Cedar Works, wants to own cross-team handoff reviews. The business need is clearer responsibility during facility projects. The manager agrees to a bounded pilot with a dependency register. Alex records unresolved tasks and stakeholder feedback, then reviews the pilot after four weeks. The evidence supports a conversation about scope; the organization has not promised a title or pay change.