Describe your promotion process. Makeform creates a structured promotion request form for employees or managers, including role details, evidence, timing, and review fields.
Route promotion requests to email, Slack, Google Sheets, and Zapier.
Sample prompts for the builder
Choose a starting point, adapt it, or send the prompt to the Makeform builder.
Audience
Employees formally requesting advancement
Format
Guided request with evidence sections
Prompt size
271 chars
Example form structure
Guided request with evidence sections
Current title, level, and time in role
Requested title and level
Measurable accomplishments
Examples of next-level work
Supporting documents
Suggested routing tags
Employee request
Manager nomination
HR review
Ask for measurable examples tied to the proposed role.
Step 1
Request
role, timing, and submitter details
Step 2
Evidence
outcomes, competencies, and scope
Step 3
Review
manager, HR, and calibration notes
Step 4
Decision
status, rationale, and next steps
A clearer promotion case
A consistent form gives reviewers the proposed role change, evidence, timing, and organizational impact in one record.
Capture current and proposed title, level, scope, reporting line, and effective date.
Separate outcomes, competencies, and next-level examples from a general recommendation.
Sort consistent requests by cycle, department, level, reviewer, and status.
Adapt it to your process
Choose a submission route, then edit terminology, evidence requirements, and reviewer fields.
Collect accomplishments, readiness examples, development areas, and attachments.
Collect the recommendation, business need, team impact, responsibilities, and prior discussion.
Add cycle, eligibility, criteria evidence, recommendation strength, and calibration status.
Use mobile-friendly skills, training, availability, safety, and quality fields.
Build the workflow
Turn promotion criteria into focused questions and route complete submissions to the right reviewers.
Specify who submits, whether requests run by cycle, the promotion criteria, and the reviewers.
Use your job levels and competencies, then add guidance under evidence questions.
Show manager fields for nominations, employee reflection for self-requests, and follow-ups for missing prerequisites.
Notify the right inbox or channel and export structured records for tracking and follow-up.
Choose a consistent intake
The form gives reviewers a consistent record; it does not decide.
Field guide
A useful request connects the proposed move to demonstrated work and future scope. These six sections keep that case specific without turning the form into a second performance review.
Request identity
Collect identifiers that place the request in the right team and cycle. Distinguish self-requests from manager nominations for relevant follow-up.
Role change
Titles alone hide the size of a change. Capture level, reporting line, responsibilities, authority, and timing for the proposed role.
Performance evidence
Ask for concise examples with context, action, and result, giving reviewers evidence without rewarding the longest recommendation.
Next-level readiness
Map questions to your level framework and request examples of the judgment, complexity, leadership, or specialist depth expected next.
Business and team impact
Manager submissions can explain business need, coverage, reporting, budget, or hiring effects without asking employees to speculate about planning.
Review controls
Separate submitter and reviewer fields. Status, owner, notes, and next-step dates help HR track the request.
Related HR tools
Build adjacent forms for performance evidence, employee reflection, career planning, role creation, and internal moves.
Collect structured performance feedback and outcomes that may inform a later promotion request.
Open toolHelp employees reflect on goals, results, strengths, and development areas before a review.
Open toolStandardize annual review input across employees and managers.
Open toolTurn development goals, skills, and career interests into an actionable planning form.
Open toolSupport employees applying for a different role or team when a transfer fits better than promotion.
Open toolCapture the business case and approvals needed when advancement creates or changes a position.
Open toolFAQ
Practical answers for HR teams, managers, and employees creating a formal promotion intake.
A promotion request form lets an employee or manager propose advancement to a new title, level, or scope. It records the change, achievements, readiness, context, and timing. Your policy and reviewers determine the outcome.
Employees can self-request, managers can nominate direct reports, or both routes can be available. Ask who is submitting first, then show employees reflection questions and managers business-need and team-impact questions.
Include employee and submitter details, current and proposed role, timing, accomplishments, next-level examples, criteria evidence, development areas, scope changes, impact, and attachments. Add reviewer fields for eligibility, status, notes, and next steps.
Break one large prompt into focused questions. Ask for outcomes, the employee's role, who or what was affected, and examples matching the proposed level. Brief guidance makes submissions easier to compare.
Yes. Collect shared employee and proposed-role details, then branch by submitter. Employee paths can cover reflection and goals; manager paths can add business need, readiness, team impact, and prior discussion.
Use terms such as request, proposed role, and review status. State that submission begins a review and does not determine the decision. Keep reviewer fields separate and communicate outcomes through your HR process.
Yes. Makeform offers unlimited free forms and responses, so you can generate, edit, publish, and collect promotion requests without a form or response cap on the free plan. The paid tier removes the Makeform badge.
Use consistent department, cycle, level, submitter, reviewer, and status values. Notify the responsible HR channel and export records for calibration or follow-up. Restrict access because requests can contain sensitive employee information.
Turn promotion conversations into complete requests.
