Purpose: Map competency thresholds to advancement criteria. Make progression objective, development-based, and consistent across managers. Advancement is earned through demonstrated competency — not served through tenure.
Rule: Advancement requires meeting or exceeding the threshold in ALL competencies. A single gap blocks advancement regardless of strength elsewhere. Development time ranges are not tenure requirements — a practitioner who reaches threshold early has met the criteria.
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Competency Threshold Matrix
Enter required proficiency level (1–4) at each tier transition. Leave blank if the competency is not required for that transition.
| Competency | Tier 1 → Tier 2 | Tier 2 → Tier 3 | Tier 3 → Tier 4 |
|---|
Development Time Ranges Ranges, not fixed durations — development pace varies with prior experience, account complexity, manager quality, and practice opportunity
| Transition | Typical Range | Accelerated (prior experience) | Extended (complex segment) |
|---|---|---|---|
Formal Gate Process
Priority Development Focus by Transition Most common gap competencies and how to close them
| Transition | Most Common Gap Competency | Typical Development Approach |
|---|---|---|