Percentage of middle management/specialist positions filled by internal promotion for the past 3 years

This measure calculates the percentage of middle management/specialist positions (i.e. roles for managers with budgetary and/or supervisory responsibility who report to senior management and/or line managers) that have been sourced by internally promoting existing employees in the past three years. It is part of a set of Supplemental Information measures that help companies evaluate additional variables not covered elsewhere for the "recruit, source, and select employees" process.

Benchmark Data

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Measure Category:
Supplemental Information
Measure ID:
102297
Total Sample Size:
2,857 All Companies
Performers:
25th Median 75th
- - -
Key Performance Indicator:
No
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Compute this Measure

Units for this measure are percent.

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Percentage of management positions filled by internal promotion versus external recruitment for middle management/specialist employees for the past three years

Key Terms

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Middle Management/Specialist

Middle management/specialist refers to managers with budgetary and/or supervisory responsibility who report to senior management and/or line managers. Typically they would have supervisors and/or line managers report to them. This staff level also includes specialists. Sample titles might include functional vice president, function/department manager, and process/line manager.

Supplemental Information

Supplemental information is data that APQC determines is relevant to decision support for a specific process, but does not fit into the other measure categories such as cost effectiveness, cycle time, or staff productivity.

Measure Scope

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Cross Industry (7.3.1)

  • 7.2.1 - Manage employee requisitions (10439)
    • 7.2.1.1 - Align staffing plan to work force plan and business unit strategies/resource needs (10445)
    • 7.2.1.2 - Develop and maintain job descriptions (10447)
    • 7.2.1.3 - Open job requisitions (10446)
    • 7.2.1.4 - Post job requisitions (10448)
    • 7.2.1.5 - Modify job requisitions (10450)
    • 7.2.1.6 - Notify hiring manager (10451)
    • 7.2.1.7 - Manage requisition dates (10452)
  • 7.2.2 - Recruit/Source candidates (10440)
    • 7.2.2.1 - Determine recruitment methods and channels (10453)
    • 7.2.2.2 - Perform recruiting activities/events (10454)
    • 7.2.2.3 - Manage recruitment vendors (10455)
    • 7.2.2.4 - Manage employee referral programs (17047)
    • 7.2.2.5 - Manage recruitment channels (17048)
  • 7.2.3 - Screen and select candidates (20123)
    • 7.2.3.1 - Identify and deploy candidate selection tools (10456)
    • 7.2.3.2 - Interview candidates (10457)
    • 7.2.3.3 - Test candidates (10458)
    • 7.2.3.4 - Select and reject candidates (10459)
  • 7.2.4 - Manage new hire/re-hire (10443)
    • 7.2.4.1 - Draw up and make offer (10463)
    • 7.2.4.2 - Negotiate offer (10464)
    • 7.2.4.3 - Hire candidate (10465)
  • 7.2.5 - Manage applicant information (10444)
    • 7.2.5.1 - Obtain candidate background information (10460)
    • 7.2.5.2 - Create applicant record (10466)
    • 7.2.5.3 - Manage/track applicant data (10467)
      • 7.2.5.3.1 - Complete position classification and level of experience (20124)
    • 7.2.5.4 - Archive and retain records of non-hires (10468)