Your elevation journey

Four stages, the same for everyone

Your next steps

Ordered by impact on your elevation

Elevation checklist

How elevation works →

Stage 1 · Career path & experience

Your trajectory

Select any designation to see what it takes. Change the planner and your projected dates move with it.

CurrentCompletedNextBeyond retirement at 60

What-if planner

Plan your move

Look ahead

Improve my scorecard KPIs by

Complete all my planned trainingsMandatory plus your gap choices Close each competency gap by one levelAt your next assessment Transfer to a Flagship or Large branchBranch service starts counting from the move

Scorecard · Q4 2025 to Q3 2026

My service scorecard

Weighted attainment vs target

Try a target

See what a better quarter would do

Competency readiness

Assessed vs desired

By competency

Tap to see trainings

Development plan

Your mandatory trainings plus one training you choose for each competency gap. Move cards as you progress; your career path updates straight away.

Choose for your gaps

One training per competency gap

Development plan pool

Browse all trainings

AI career coach

Ask about your career

Answers come only from your scorecard, assessment, plan and the bank's elevation rules.

How elevation works

The same rules for every employee, in every branch

Your elevation is decided by published criteria, not a single opinion. Here is exactly how it works.

Career path & experienceSee every designation ahead of you and the years of experience each step needs.

Competency assessmentSix competencies rated against your next role. Officer-level roles by your Line Manager; Manager and above by your Line Manager and Head of Department.

Talent identification50% your average rating over 3 years + 50% competency readiness. This places you as HiPo, Specialist, Below Expectations or Under Performer.

HiPo pool & scorecardHiPos are ranked by scorecard to find the hi performers. The top 1 or 2 are selected, depending on open positions. For Cluster Operations Manager and above, your HR Business Partner interviews and approves.

Your Talent Identification score

50% Average rating (your performance rating averaged over the last 3 years) + 50% Competency readiness (your assessed score divided by the desired score for your next role, across six competencies).

Your scorecard is not part of this score. It is used in stage 4: HiPos with a scorecard of 75% or more are the hi performers, and the highest scorecards are selected first for the positions open that cycle.

Who assesses you

SO
Services Officer and Senior Branch Services Officer
Assessed by your Line Manager on the framework for your next role.
HP
Hi-performers in those roles (scorecard 100%+)
Also assessed on the Manager framework, so you can start developing for branch leadership early.
M
Branch Services Manager and above
Assessed by your Line Manager and Head of Department; the two scores are averaged.

The six competencies

Scorecard KPIs

Requirements for each designation

Among HiPos who meet every requirement, the highest scorecards are selected first, up to the number of open positions.

Department report · Head of Department

Branch Operations, Karachi Region

Talent identification and elevation status for everyone in your department, as of 31 Oct 2026 (scorecard to Q3 2026).

Sample of 9 employees

Stage 4 · Selection

Open positions and who fills them

Set the vacancies; the top HiPos by scorecard are selected

Talent identification

Elevation pipeline

Needs your attention

Department scorecard

Average of latest quarter vs target

Your assessments

Managers you assess with their Line Manager

Officers and Assistant Managers are assessed by their Line Manager only.

All employees

Tap a row for the full profile.