Path to Promotion at PHS

Growth at Pre-Health Shadowing isn’t about time served — it’s about contribution, initiative, and leadership. This page explains our level structure, what we look for, and how to move up.

Clear expectations Impact-based promotions Leadership at every level Systems & mentorship
How to Move Up See Level Structure Traits We Promote
Young student learning and growing
We build leaders — starting with strong fundamentals.
Student working on a computer
Ownership + consistency = momentum.
On this page
Why Levels Level Structure Principles Skill Framework How to Move Up Example Traits

Why We Have Levels

Levels create clarity and a shared language across the org — so people know what “good” looks like, how to grow, and how to lead others well.

Clarity

  • Clear expectations for responsibilities and communication
  • Consistent standards across teams

Recognition

  • We recognize real growth — not just time on the team
  • Promotion reflects contribution and leadership

Accountability

  • Reliable follow-through becomes the norm
  • Mentorship and continuity are built into the structure
🧭
Mindset: Promotions are earned through consistency, initiative, leadership, innovation, and impact — and each level prepares you for the next.

Level Structure

This is the full role progression model. Titles may vary slightly by department, but expectations align to this structure.

Level General Focus Core Mindset
Junior Assistant Learning and dependability Curious, coachable, consistent
Assistant Task ownership Reliable and communicative
Lead Small-team leadership Accountable and proactive
Senior Lead Process improvement Strategic, systems-minded
Assistant Dept. Head Cross-team collaboration Balances detail + big picture
Department Head Department leadership Goal-oriented and data-driven
Senior Department Head Multi-department alignment Inspires, mentors, scales
Assistant Lead Manager Strategic leadership Operates with autonomy
Lead Manager Organizational impact Vision-driven, empowers others
Senior Lead Manager Executive leadership Sets long-term direction and legacy

Promotion Principles

We promote based on what you consistently deliver and how you elevate the work around you — not on tenure.

Consistency

  • You deliver on time and follow through
  • People can count on you without chasing

Initiative

  • You don’t wait for direction — you create opportunities
  • You identify gaps and move things forward

Leadership

  • You communicate clearly and lead by example
  • You lift others and build trust

Innovation

  • You improve how we do things, not just what we do
  • You build repeatable systems and templates

Impact

  • You make measurable contributions to PHS goals
  • Your work moves outcomes, not just activity

Growth Mindset

  • You respond well to feedback
  • You learn fast and adjust quickly

The Skill Progression Framework

This framework helps you self-assess and helps leads support your growth: Developing → Performing → Mastering.

Stages

Developing
Learning the skill, needs guidance, actively improving.
Performing
Consistent and dependable, delivers high-quality work independently.
Mastering
Sets the example, mentors others, drives innovation and culture.

Example (Outreach)

Developing
Completes outreach lists accurately with support and review.
Performing
Creates an outreach plan and executes consistently with minimal guidance.
Mastering
Mentors others and builds systems/templates that scale outreach.
💡
If you’re unsure where you fall, use this framework in your 1:1s to set clear growth goals and a timeline.

How to Move Up at PHS

The Promotion Equation: Impact + Consistency + Initiative + Leadership = Growth.

1) Master your current role

  • Hit deadlines
  • Communicate updates early
  • Deliver high-quality work consistently

2) Take initiative beyond your scope

  • Bring solutions, not just problems
  • Spot gaps and propose improvements
  • Volunteer for ownership (not just tasks)

3) Show measurable results

  • Track outcomes (counts, turnaround time, completion)
  • Share wins and lessons learned
  • Build repeatable systems that help others

Quick self-check

If you got promoted tomorrow, could someone clearly point to your impact, your reliability, and how you helped others perform better?

See leadership traits Back to top

Real Example: Outreach Path

Example progression to show how responsibilities expand as you move up.

Progression

Junior Assistant
Sends drafted outreach messages.
Assistant
Builds target list and runs independent outreach.
Lead
Oversees a region and manages a small team.
Senior Lead
Refines templates and tracks conversion data.
Department Head
Aligns outreach with live session scheduling.
Lead Manager
Oversees multiple departments for recruitment and retention.
Two students collaborating on a computer
Growth looks like ownership + collaboration + systems.

Leadership Traits We Look For

PHS promotes people who lead with respect, ownership, and momentum — and who make teams stronger, not just busier.

Elevates others

  • Doesn’t work in isolation
  • Shares context, templates, and best practices

Communicates solutions

  • Flags risks early
  • Brings options + a recommendation

Owns results

  • Adjusts fast when things change
  • Follows through without reminders

Models professionalism

  • Respectful, clear, and consistent
  • Builds trust across departments

Turns feedback into growth

  • Receives feedback without defensiveness
  • Improves and documents learnings

Builds scalable systems

  • Improves the “how,” not just the “what”
  • Creates repeatable processes others can use
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Key takeaway: Leadership at PHS is built — not assigned. If you want to grow, start by doing the most, doing it well, and helping others do the same.

Internal note: This page is intended as a shared reference for team members and leadership.

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