The "Most Likely Range" represents values that exist within the 25th and 75th percentile of all pay data available for this role. Step outside of your comfort zone, own PM, own QA, become great at what you do, and do what you love - and the promo will come. I'd like to see a transition plan from you in 2 days". What are other groups doing? great post mini. Perhaps someone can explain to me how you get successfully promoted without your boss's support. I've been told HR looks for employees that have been at their level too long. In my org the cut is 70% on promos. Directors are usually senior principals (level 66, 67) or at Partner level. 63's and 64's own a huge piece of getting the RIGHT work done CORRECTLY. I've been 3.5 years at 62 and re-orged every year in mobile.Any ideas on how to carry greats results of one role into another through a re-org. Especially since the days of job title/level transparency.People should not forget that many times, higher levels do not equal higher pay. A past co-worker of mine had the same thing done to him and now there are two devs doing what he did by himself.I guess Microsoft has its reasons. 5. When (if) you are then promoted to 62, you are not expected to continue performing at a level 62 level, but rather a level 63 level.The reason that you have to perform at a new level before reaching it is to avoid the Peter Principle, being people promoted up to their level of incompetence. In short there are lot many ways to influence others and infect the best ones are not being a manager :). To the guy you said:I'd like to hear some more experiences from MCS. Oh, please. You can forge a great partnership and accomplish a lot. At Level 66, Microsoft employees reported that nearly 40% of compensation was in the form of cash and stock bonuses. By contrast, most directors don't have their own budgets, but need approvals from their VP to do just about anything. We all know how many architects there are but isn't Senior the same thing nowadays ? The CSPs are a good attempt to define each level, but anyone who is looking at the CSPs and saying I do that, and that, , but Im not getting promoted is almost certainly missing the point.---I used to work in Devdiv, and I respect Kelly a lot. In this testing times what will motivate the mgr to put you ahead of him/hers? The problem is you can't tell if you've done something to piss him off or if he's doing it because he has to. This past year I had what I thought was an outstanding year, was given a 20%, but not promoted to L63. Take responsibility for defining the component in front of you -- is it really the right thing for the product/team? L65 here, worked up from L59 (actually, 10 in the old system).The key is always to keep your eye on the goal. Sometimes leaving MS is good. Additional pay could include bonus, stock, commission, profit sharing or tips. That's not going to change in six months (which I learned). I got to point where I resented my manager so much I could barely talk to him. If so I wish them good luck - as oppose to the US, these regions have laborlaws which makes it very hard for a company with Microsofts margin to lay people off. Senior->principal->partner are the level bands, 63/64->65/66/67, 68/69/70. "Shock and awe awaits" is correct. Microsoft's senior positions start at level 63, according to the crowdsourced tech compensation website Levels.fyi. You havent [sic] seen nothing [sic] yet. Learn everything I can about the technology (I'm a PM and don't have a CS background so I work extra hard at this and ask lots of questions.)2. I spend a long time a 61 about 4.5 years mostly because I changed groups alot. The L64 guys should be able to influence their skip level orgs plus one or two groups outside of the skip org. Discussion: First off, I'm going to be hard-core about comments here. Unless you know for sure that your boss's answer is an immediate "Absolutely!" I know devs who got in at the wrong level and paying the price because they didnt negotiate their level correctly when they joined. and hey if it backfires (eg the mgr flips), I can always take the offer at hand and leave MS.thoughts? Much longer if new leadership comes from outside MS. Don't perform flawlessly to the above 70+ pieces of feedback only to see the churn above you. >Apple's about to ship Snow Leopard with no new features. My biggest struggle has been getting good feedback on where I need to grow. The person who puts you up for promotion and has promotion conversations with your skip level. This is a good list. Microsoft senior leadership team under Satya Nadella Tech Here are the most important execs at Microsoft under Satya Nadella Jordan Novet @jordannovet Key Points Microsoft's executive team. "The hardest point for me to bear is that I am young, capable of doing so much more, and absolutely dying to do more. Remember: what worked for some other person, at some other time, may not work today. "Well please don't just tease us and leave it there. L63 takes a bit longer but is also fast. I suggest understanding why it is "No" first, truthfully accepting the point-of-view as pissed off as it may make you, and then having a self-directed action-plan to get on track. How long do people usually sit at L62 in MCS? 3. I think that the whole culture of the stack rank + fighting for scraps for their directs + a lack of visibility and input on what will justify a promotion is what scares of managers from engaging with their employees regarding career growth.Note, that I am not saying that I want a guarantee one way or the other. The Job titles for this position are: Following is the complete list of Job levels at Microsoft: The highest job title in technical track in Microsoft is "Technical Fellow". At 63, he has to be the one who tells me what the next thing for the product should be. Specifically, what did they accomplish, and what contributions do you see them doing to justify their promotion? However, the results show that the vast majority of dev/test/pm will make level 63 and in a reasonable timeframe. If you have potential and luck then you can achieve promotion velocity of one level every 18 months.Finally, heres my advice for who aspire for L62->L63 jump: Look around. I am a [sic] HR manager. you want to complete A and A requires 10 devs. Aren't those the things you are best at? )Those are only 3 of many 'soft skills' that will hold most people, even brilliant people, back.Has every level X mastered these skills? I sympathize with folks who feel they have been shafted however to quote a cliched saying: the common factor between you and all your problems is you. I am not worried. This is so that they can convert those positions to other discipline.i've seen this happening to at least 2 teams so far. Thus promotions are easy to L62 - if you don't make 62 quickly, there is something wrong. then the follow-up is: after what accomplishments and around when? You broke the trust cycle so don't expect anything else. I'm a level 66 dev (architect). Me? He said this year he could only make strategic promotions, which sounded like promotions of people above 65. Is there much motivation to really fix Vista's perception problems?Machiavelli might note that intentionally leaving Vista's reputation in the toilet will make Windows 7 look all that much better when it comes out - allowing some of our VP's pride, ego's and bank balances to swell to truly epic proportions. She partners very closely with colleagues to develop and drive the people strategy across the UK GEO. IBM pulled themselves out of their decline by focusing on their customers. If I'm going to be late delivering something, give folks advance notice.3. But more likely youre displaying the hallmark of a weak performer described in the article of the same name (http://www.sfgate.com/cgi-bin/article.cgi?file=/chronicle/archive/2000/01/18/MN73840.DTL). But if you think you should be promoted and your manager doesn't, you shouldn't sit and seethe -- you must understand what it will take. "http://www.poppendieck.com/pdfs/Compensation.pdfWorth a read, Lisa. I influenced the features, I lended my expertise on them, and I learned about the customer - all this way before the spec'ing phase. It varies greatly from manager to skip.The hardest point for me to bear is that I am young, capable of doing so much more, and absolutely dying to do more. Ill answer first question later in this comment. Are all management titles and the name used to call then in different orgs can change. This makes it very easy to feel underleveled, because the 6 people that started 3 weeks before you might take up the 2 promotion spots available per year for 3 years (numbers all made up).You also, at least in my experience, aren't really given feedback on when you're performing at a level that *could* be promoted. (Summarized: Don't ever let your boss be frightened that you'll make him/her look bad. You want to be more efficient, smarter than him. ;) I have one thing to add that might help some. If it doesn't, what could you add to make that work? Promotion budgets of 65 and above has been kept intact.Where did you hear this? If you can't ever figure it out, and if you can't become a "favorite underling", then it's time to find a different group with people you can better relate-to. What to do?The remaining is either a) absorb into other org (say A)b) if A doesn't need testers, then VP will instruct them to find another position in 6 weeks. "Your Recently Promoted L63 Peers"? "You might be too smart or have ideas that come from somewhere outside of Redmond which makes you very dangerous and not Microsoft material. . Up until L63, you can pretty continue to be promoted based on raw talent to get things done smartly and efficiently. You must emphasize the goal of understanding how to improve, not just tagging a higher paycheck. The way to succeed here is to find out how you make you, and your manager, and his/her leads, succeed as a team. Let's compare answers answer is: your boss. Avoid long-winded multi-point e-mails, boil down your points as succinctly and efficiently as possible. I don't yet have any insight into what it might take to become a Partner, so I won't comment on that. Thrive on it! You've made 3 mistakes. Yet, when you have 2 or 3 offers at the end of very hard interview loops, which one are you going to choose: the team that listens to HR or the team that listens to the market? Ready? Finally I got involved and had a one/one with the employee during which I asked him why do you continually insist on doing Y when your mgr asks you to do X? I nearly fell of my chair when he said because I want to get promoted and I know that to get promoted I need to do Y. YES, there are people who've been promoted due to politics. If youve capped out at Level 62 then MS is probably not a great fit for you. Do a search for people in those groups in NYC area and check their status to see who is hiring. Additionally, a Level 62 doesn't really have the tools to evaluate and sell a promotion to a 63. I would get vague directives like you need to be the thought leader or you need to improve your system knowledge. Of course I ensure my manager and skip-level are aware of my contribution as a mentor, but I figure that as long as I'm in front of the wave, the best way for me to advance is to move the wave forward. Mini, all those aspects you list are also present at L62, L65, etc. I know there is always new hope that comes with new leadership, but there is also a restart too. for 63 promo within a more clear timeline. Think about why they're able to do that.-jcr. If you are level 64 and above, your relationship with your GM or VP or above.2) Your visibility to the GM or VP. I've also worked for great managers, and worked with great people on my team. For technical and management track, the job level start from 57 and continues till 80. And in my experience they are *eager* to get your skills and your lower level payroll expense! Hi,Now that the Annual review is approaching, I wanted to seek tips on justification putforth to the manager to move from L60-L61. It's a very rare thing that you'll find a manager who gives you the kind of actionable feedback you need to succeed without doing a whole lot of sleuthing and groundwork of your own to fill in the blanks. At the beginning of each FY, I always asked, "I want to get Exceeded this year. great post. I could make changes quickly and with quality. Your analysis is very true, specially the part about owning the room and be regarded as the domain expert. I am happy to be an L63, trying to get to L64 so I can relate.How I got here (I started as an industry hire 61 about 5 years ago):1. At Microsoft, the levels start at 59 and go beyond 80. We have to reduce billions of dollars of cost. I used to work in the OneCare team. If so, then you're going to have a hard time finding senior IC spots anywhere. But the opportunities I see doing X seem to be compelling from a financial and growth standpoint. My best guess is that you think it should be await. If you push too hard or threaten to leave, you will be written off immediately. Feedback is not detailed or actionable. I'm not looking for any off-topic comments let alone woe-be-me comments - remember that slap thing? Don't be the roadblock. Pull the ripcord. Well, what about everyone else? I made it to L63 in a year (I was probably under leveled when I arrived). Understand not just what needs to happen, but WHY. Good luck with that. The conclusion: its price today! Here is a nice place to start :-)http://guestgame.com/. Continue to do so until you've slapped yourself silly to the point that you're not complaining about how other folks must just be connected or political or adept at the finer art of buttock tongue massage. Senior->principal->partner are the level bands, 63/64->65/66/67, 68/69/70. Remember the "how".All the things Mini mentions do translate further up in levels. Within the comments, I hope to elicit advice that follows up on what I start here, and maybe even contradicts it. Answer to second question is never ever explicitly try to make yourself known to hierarchy above your manager. Being irreplaceble is bad because you spend more times on coding/fixing bugs and there is less time to work on your visibility. I only wish the internal MyMicrosoft blog had posts that were this valuable and insightful. I've seen L65's who can't own a cardboard box, let alone a room.Well you know, don't go for them for advice! I think getting promoted elsewhere is not as tough as getting promoted in CTS-GTSC. What do you do when your manager is an absolute b***h, a disgrace in meetings with other teams and an embarrassment on her good days? About Top-performing Senior Director in Digital Strategy & Commercial Development, with 25 years success in top-tier business across new Tech, data and digital in many sectors driving strategy,. As a member of the Microsoft UK Senior Leadership Team, Olaf leads Microsoft's retail and consumer goods . It appears on 6.3% of resumes. For many in our sub, MCS seems to be the place of incompetent managers and just a pitstop to somewhere else. I work in MSN and we still have no way to know the levels of our peers. So a sub role at L61 = corp L63 and vice versa.So from a sub perspective:L58 and below are relatively junior roles where you have zero influence outside of meeting your commitmentsL59 -> L60 is a tougher jump. Executive Vice President and Chief Marketing Officer. But on balance mgrs at MS get things right a lot more often than they get them wrong or we wouldnt be one of the most highly capitalized companies in the history of biz. Promotion to 63 happened to me 2 years ago when I helped ship Office 2007. The key thing is finding the right team and manager, along with the comments you made. Satya Nadella. That is, an S-shaped curve that is relatively flat at the bottom (slow start), then becomes very steep (steep acceleration), then becomes relatively flat again (plateau). Own your brand. It sounds fishyMy manager was also saying me something along the same lines. Be the Rosh Gadol Microsoftie. If you're saying "Ah, dude, my boss is in the way of my promotion" then all I have to say is "Duuuude, your boss is the way to your promotion." Understand that promos aren't an exact formula. I'm a Level 64 in Office and I agree that the Level Compression puts a crimp in promotion velocity in Office. It doesnt matter if the system is fair or not. If you find yourself in this spot - get a good external mentor to help you manage through it if you don't feel you can have this conversation with your manager.4. This will only lead us to a healthy and balanced distribution of levels across genders. "Next, I believe this post will most likely be useful for those who entered MS as intern/college hires. I take some of the blame for not managing my career more directly, but no one should be offered a promotion when they leave--if they are valuable, let them know before hand!

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