Promoting a staff member is always a delicate task for it means predicting his/her chances of success and adaptability in the new function, usually a wider one than before, by extrapolating from past performance in a current function. The right candidate must by all means avoid the limits of incompetence (Peter Principle).

The task becomes even more difficult when there are several candidates of value for only one position. Making the wrong decision can be twofold risky for not only has one chosen the wrong person, but one has probably discouraged the right person or persons as well.

For a sound decision we perform personalized evaluations of the candidates, focusing on management skills, creativity, the ability to organize and to negotiate, and the sense of collaboration with various partners.

In a written report we provide the management with:

• a profile of competences
• individualized recommendations for additional training and development