There is a clear indication of promotion possibilities through the team roles, however you have to really push to be promoted out of the grad program unless you have reached the 2 year mark. Bureaucratic time frames are enforced even though you may be already dong the role and have the responsibilities of the new position.
As I keep progressing my title will rise based on my potential.
Getting your works done on time with the best quality. You will then gain your managers' and everyone else's' trust. Be respectful to everyone regardless of status.
Highly experience based without detailed definition of roles and promotion opportunities.
I'm reasonably happy with promotion possibilities, there's a lot to learn and I'm fairly recognised for my efforts. There is a large experience matrix detailing all requirements to move up the ranks, and I'm working my way through them now.
It can be a bit unpleasant to wait for at least 2 years to be promoted from a grad to an engineer even though you are already demonstrating fluency in the required skills.
Progression is quite clear cut in my team - it means you know what they expect of you before you're promoted and you can formulate a pathway to achieve that.
Promotions are largely self- initiated. Includes discussion of competencies and advancement Opportunities.
Seems to be a reasonable progression, with a defined pathway to promotion based on reasonably tangible outcomes, primarily focused on client-side outcomes rather than technical ability. Technical ability appears to be somewhat neglected in the promotion pathway.
Seems to move up with experience (i.e. years) rather than openings during earlier phases. Not sure how pay moves up though.
Senior management team knows how to appreciate young professionals work and let you own up the success. They are often open to new ideas and very appreciating. Promotions are highly dependent on your team and project demands. My promotion in particular has been slow but I can understand it due to the current construction market. In geotechnical engineering, there are hardly any skillful geniuses that can get promoted every year and we go by the number of years of experience - just like primary and high school again.
The career progression is well set and out - there are good Opportunities in the future.
The career progression pathway is really clear at WSP - there are a set of success profiles that guide you in what you should be achieving at each level and what you need to do to move up a level
The company tends to offers more to those that are hired in, rather than grown from within. The internal progression is a slow process.
The WSP Success Profiles make it very clear and easy to see what development/skills are necessary for career progression. The skills gained through the diversity of projects will be applicable in whatever I pursue in my career.
There are guides listing the expectations of each position (graduate, professional, senior, etc.). If you can prove that you have ticked those off, you have a case for promotion.
throughout the year (no matter what level you are) you have thrive conversations with your manager to set yearly goals - at the end of the year at the salary chat, these goals are reviewed and career progression is secured. promotions are merit based, not longevity based. but only happen at the end of the year.
Very clear set of metrics that must be achieved to move up the ranks.
WSP has a well-defined criteria for career progression. Promotion is discussed with your direct line manager where you will show that you have met all the necessary criteria required to meet the competency expected of a person with that title.