agent build

knowledge/pay-and-progression.md

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+---
+source: policy_docs
+audience: role:admin, role:employer
+title: Pay and Progression Guidance
+---
+
+# Setting the annual uplift
+
+Managers set the annual uplift band before the review window opens. The uplift
+budget for this year is capped at four percent of the wage bill across the
+venue, and individual awards are expected to sit between zero and six percent.
+
+An award above six percent needs a written case and sign-off from the regional
+lead. The cap is on the total, not on any one person — funding an exceptional
+award means funding it from the same pot as everyone else's.
+
+# Promotion to supervisor
+
+A promotion case rests on three things: sustained attendance, demonstrated
+judgement under pressure, and a willingness to be accountable for other people's
+shifts. Length of service is not one of them.
+
+Candidates should have covered at least forty shifts and have no unresolved
+lateness conversation in the preceding quarter.
+
+# What not to discuss
+
+Individual awards are confidential until communicated. Discussing another
+person's band, or the reasoning behind it, outside the review panel is a
+disciplinary matter.