Internal promotion rate by occupation. where are people stuck?
A low promotion rate in a growing role isn't a leadership pipeline. it's a turnover trigger. This dashboard shows you which occupations are stuck before they walk out the door.
Schedule a demoInternal promotion rate by occupation (trailing 12 months)
Sample data. illustrative only. Org avg: 9.2% (dashed line).
Promotion type breakdown
Sample data.
- Customer Service Reps (43-4051): 1.8% promotion rate, avg tenure in role 3.4 years, turnover at 31%. This is a classic career-path desert. people are staying, not growing, then leaving.
- Production Workers (51-9199): 2.1% promo rate, avg 4.8 years in role. Largest occupation by headcount. Pathway to First-Line Supervisor exists but is underutilized. only 2 internal promotions in 3 years.
- Software Developers (15-1252): 14.2% promo rate. highest in the org. Developers are advancing to Sr. Developer and Engineering Lead on a healthy cycle.
AI-generated report (sample)
Three occupations meet the "stuck" criteria: promo rate below 5% combined with average tenure in role above 4 years. Customer Service Reps are the most urgent. the combination of 1.8% promotion rate, 3.4-year avg tenure, and 31% voluntary turnover is textbook career stagnation driving attrition. The Production Worker situation is different: people are staying (4.8-year avg) but not advancing. this is a succession risk for the First-Line Supervisor pipeline, not yet a flight risk. Recommend a defined career ladder for CS Reps with quarterly promotion eligibility reviews.
Why this matters for HR leaders
- Promotion rate and tenure in role together tell a more complete story than either metric alone. a low promo rate with short tenure is a hiring problem; a low promo rate with long tenure is a career-path problem.
- Identifying "stuck" roles before they become turnover lets HR intervene with career ladders and development plans, not just exit surveys.
- Cross-referencing with turnover data (CS Reps are stuck AND leaving) creates a clear business case for the investment in a career-path program.
Occupation mobility detail. all tracked roles
| Occupation | SOC | HC | Promo Rate | Avg Tenure in Role | Promotions (L12M) | Common Next Role | Status |
|---|---|---|---|---|---|---|---|
| Customer Service Reps | 43-4051 | 34 | 1.8% | 3.4 yrs | 1 | CS Team Lead (rare) | Stuck |
| Production Workers | 51-9199 | 61 | 2.1% | 4.8 yrs | 2 | First-Line Supv (underused) | Stuck |
| Registered Nurses | 29-1141 | 62 | 3.4% | 4.1 yrs | 3 | Charge Nurse / Supervisor | Stuck |
| Craft Workers | 47-2152 | 22 | 6.8% | 2.9 yrs | 2 | Lead Craft / Foreman | Watch |
| HR Specialists | 13-1071 | 7 | 7.1% | 2.6 yrs | 1 | HR Business Partner | Watch |
| Accountants | 13-2011 | 9 | 8.4% | 2.2 yrs | 1 | Sr. Accountant / Controller | Healthy |
| Market Research Analysts | 13-1161 | 8 | 9.6% | 1.9 yrs | 1 | Sr. Analyst / Mgr | Healthy |
| Sales Reps, Wholesale | 41-3099 | 27 | 11.4% | 2.1 yrs | 4 | Sr. AE / Sales Manager | Healthy |
| First-Line Supv, Prod | 51-1011 | 14 | 12.8% | 2.4 yrs | 2 | Operations Manager | Healthy |
| Software Developers | 15-1252 | 48 | 14.2% | 1.8 yrs | 9 | Sr. Developer / Eng Lead | Healthy |
Sample data. illustrative only. "Stuck" = promo rate < 5% AND avg tenure in role > 4 years. Real dashboard uses live HRIS role-change and tenure data.
Find out where people are stuck before they leave.
Internal mobility analysis runs from your HRIS data. no engagement survey or separate tool required. Built in one session.