Pay progression · The progression flow
Every path ends in a documented reason.
Pay decisions are organised by trigger event, not by model. The model is a plug-in inside the annual review. Every path closes with a reason that answers “Why does my colleague earn more?” (Art. 7).
Trigger
Step
Grade the role
Apply written leave rules
Pass through, keep position
Raise to min / freeze above max
Placement / model
Place in band: fit → target zone
Apply 05 Hybrid with control point
Approval
Outside standard zone?
Comp review / executive approvalonly if outside the standard zone
Result
Documented reason = Art. 7 answer
Select a trigger to highlight its path.
Development conversations and pay decisions are separated in time and process.
Six triggers at a glance
| Trigger | Who decides | Key rule | Neutrality watch-out |
|---|---|---|---|
| Hire | HR + manager | Position depends on fulfilment of role requirements and role-relative experience (fit score) | Team pay levels are context only, never the anchor |
| Annual review | Manager proposes, HR checks, budget / executive approves | Increase follows the chosen model | Rating-based models need calibration and distribution monitoring |
| Band adjustment | Comp team | Band moves are passed through; position in band stays the same | A % raise the band cancels out is nominal progress only |
| Promotion / transfer | HR + manager, re-grading | New grade → new band → new placement | Promotion criteria written down and applied equally |
| Return from leave / part-time | HR | Written rule on how leave and part-time count | Calendar time alone fails the neutrality test (Cadman) |
| Out of band at rollout | HR + executive | Below minimum → raised; above maximum → protected but frozen | Document every exception and its end date |
Development conversations and pay decisions are separated in time and process.