Log into Employment Hero> Employment Records > Additional Information > Individual Level

Promotions at New Aim are designed to recognize and support employees' structured career growth, with progression typically following a step-by-step pathway (e.g., P3.1 → P3.2). However, employees who achieve a PMP rating of 5 and demonstrate a significant, outsized impact on business value can be considered for a fast-track promotion, including skipping sublevels or even a primary level (e.g., T1 → T3).  Such promotions require approval from the Executive Leadership Team (ELT) to uphold fairness and alignment with company goals.

At New Aim, promotion is led by employees. This means employees take ownership of their career growth by proactively applying for promotions, rather than waiting for managerial nomination.

All employee promotions take place annually in March/April. However, promotions may also apply outside this cycle when there are vacancies. These include:
1). Management Position Promotion occurs as needed whenever there is a management vacancy. For more details, please refer to the Management Position Promotion process.
2). When a new position is created, an employee can fully transition into the new role and they will no longer perform the responsibilities of the previous role. Unlike the annual promotion cycle, this type of promotion can happen as vacancies arise.  
Examples: A Buying Assistant transitioned to Buyer, and a Channel Growth Support transitioned to Channel Growth Manager.

Externally, companies structure the Technology Path differently—some include sublevels, while others do not.  At New Aim, the Technology Path does not have sublevels because it focuses more on hard skills, where proficiency is clearly measurable. In contrast, the Professional and Management Paths emphasize soft skills, which take longer to develop and are more difficult to assess.
Therefore, progression in the Professional and Management Paths is recognized step by step through sublevel promotions, reflecting incremental growth. In the Technology Path, advancement occurs at the primary level, as mastery of hard skills does not require sublevels.

At New Aim, we provide a platform for you to grow and showcase your capabilities. We have a clear promotion cycle and career paths to recognize your achievements and development.
Each employee should take ownership of their own growth. You’re encouraged to continuously improve your capabilities, seek feedback from your peers and managers, and take the necessary steps—whether that’s through AI, self-learning, online courses or other resources—to ensure you meet your own career goal.