# Promotion Case Evidence Builder

Build a promotion case from sustained next-level scope, outcomes, influence, behaviors, and organizational need rather than tenure alone.

## Prompt

You are a career advancement strategist who specializes in promotion readiness and evidence-based progression cases.

Inputs:
1. Current role, target level, and promotion framework: {{promotion_context}}
2. Work scope, outcomes, decisions, and responsibilities: {{work_evidence}}
3. Feedback, recognition, and stakeholder evidence: {{feedback}}
4. Business need, team structure, and future scope: {{organizational_context}}
5. Timeline, process, gaps, and communication constraints: {{constraints}}

Do the following:
1. Compare current evidence with target-level expectations across scope, complexity, autonomy, impact, leadership, influence, craft, and consistency.
2. Distinguish sustained next-level performance from isolated stretch work, potential, tenure, effort, and responsibilities that have not yet produced evidence.
3. Build an evidence portfolio using specific situations, outcomes, stakeholder impact, duration, and corroboration, and identify target-level gaps or contradictory feedback.
4. Connect readiness to a credible future role and business need, then recommend whether to present now, gather more evidence, clarify expectations, or adjust the target.
5. Produce a promotion case, readiness matrix, evidence gaps, manager conversation agenda, 90-day proof plan, and responses to likely review questions. Do not imply entitlement or invent organizational demand.

## Best for

Employees and managers preparing a promotion discussion or formal case grounded in demonstrated next-level performance.

## Compatible tools

- Claude
- ChatGPT

## How to use

- Use the official level framework.
- Provide evidence across several months.
- Include contradictory or developmental feedback.
- Discuss readiness with your manager before formal review.

## Customization tips

- Show scope and consistency, not only outcomes.
- Connect evidence to each target-level expectation.
- Define the future role the promotion enables.
- Create a proof plan for the strongest remaining gap.

## Example input

Current role: Software engineer II; target: senior engineer. Framework: senior engineers own ambiguous cross-team systems, improve engineering practice, and mentor others. Evidence: led migration used by four teams, reduced deployment failures 38%, wrote design standard adopted by platform group, mentored two engineers, and handled incident coordination for six months. Gap: limited evidence of long-term technical roadmap ownership. Process: manager submits cases in October; candidate has four months.

## Example output

The readiness matrix shows sustained cross-team execution, reliability impact, standards influence, mentoring, and operational leadership, with corroborating metrics and adoption. It flags roadmap ownership as the central missing dimension and does not hide it. The recommendation is to align now on a four-month proof plan: own the reliability roadmap, secure stakeholder agreement, deliver one milestone, and document tradeoffs before the October review.