Comp bands, leveling, and performance at 100+ headcount.
June: the LT spends a half-day on talent. Score, decide, document.
Refreshes on the 1st of every month
Run a structured 9-box on the top two layers. Identify high-potentials, watch-list, and exits. Decide three concrete moves before the meeting ends.
A simple 5-level framework gives people a path without burying you in titles.
| Level | Label | Scope | Typical years |
|---|---|---|---|
| L1 | Associate | Tasks assigned and supervised | 0-2 |
| L2 | Specialist | Owns a domain, works independently | 2-5 |
| L3 | Senior | Owns outcomes, mentors L1-L2 | 5-10 |
| L4 | Lead / Manager | Owns a team or critical function | 8+ |
| L5 | Director / Principal | Owns a department or P&L line | 12+ |
Each level gets a band with a min, mid, and max. New hires generally enter at min-to-mid; mid is fully proficient; max is reserved for top quartile or rare-skill retention.
Twice-a-year cycles that take a week — not a quarter — and actually change behavior.