Level progression  

Compensation

Compensation design, its fulfillment and servicing is core to driving employees' performance & capabilities. An execution-focused compensation structure will reward both on goals & leadership. It will provide a reasonable differentiation across levels of performance. It will work on near-term to long-term retention and consistency of performance.


Level progression


As an employee moves up the organizational hierarchy the level of intensity and the expected maturity in the demonstrated behavior of the leadership competency also rises. In other words, there are various grades in the competencies themselves.

Level progression refers to the various levels of demonstrated leadership competency behavior. There can be various levels of these competencies which stem from the intensity and the stage of development of the same. Employees at senior level need to demonstrate progressively higher levels of the competency in their conduct and style of management. An important point to remember here is that displaying a higher level of a particular competency does not mean that the lower levels need not be displayed. Rather it is taken as given that the employee who is senior and displays a higher level of the competency has already evolved though the earlier stages and will automatically display them as well. Thus, as an employee grows, he/she needs to display progressively higher levels of the competency in a cumulative manner. Accordingly, the expectations of execution effectiveness and performance excellence also increase as one moves up the corporate ladder.