[jameshart]

Doesn’t sound like you are ‘in the same boat’.

The OP said they don’t care about promotion to the next level they just want to keep getting paid to do the same job.

You seem to want to be recognized for your contribution with increased responsibility.

Those aren’t the same thing, even if the way both of you are reacting is with a similar kind of cynical dismissal of the idea that a ‘career framework’ can help you with your needs.

Which is weird because it honestly sounds like both of you are looking for a clear career framework. Either one in OP’s case where it’s clear what ‘coasting’ looks like - meeting expectations for a level year after year and not striving for promotion; or one in your case where it’s very clear to you what you need to do to reach the next level.

You can object to the implementation of the promotion policy under a framework, but your problem is not with the concept of a career framework - if there were no guidance for job levels you would be in an even worse position when it comes to complaining about your promotion prospects.

[scarface_74]

> You seem to want to be recognized for your contribution with increased responsibility.

But you don’t need a “promotion” for that. Even when I was at BigTech, there was nothing stopping me from volunteering for a more impactful project. No one was going to tell me that I wasn’t allowed to do it because of my level.

I had a junior consultant/returning intern that I mentored as an intern and then when they came back over a smaller project that usually would not have gone to someone at their level. They had proven to the department that we could trust them to both do the work and be in front of the customer.

I was there as a backstop if needed. But when we flew fk the customers site, I intentionally stayed in the background and deferred to them.