The following is a template for explaining the adjustment of the promotion policy for your reference. It is recommended to make adjustments in combination with the company's culture and internal processes before the official release, and to ensure compliance with local labor regulations： --- **Description of the optimization of the promotion mechanism and the talent development plan** Dear colleagues： Thank you all for your outstanding contributions to the development of the company all the time. In order to adapt to the new needs of the company's strategic adjustment and business development, and to further improve the construction of the talent echelon, the optimization of the promotion policy for X month 2021 is as follows： **1. Key directions of this promotion plan** After research and decision by the management, this quarter's promotion review will focus on the "Future Leading Talent Training Plan", focusing on the growth potential of employees in emerging fields such as innovation practice, cross-departmental collaboration, and digital transformation. The promotion quota will be given priority to the backbone of young people who have been in the job for 3-8 years and have high growth potential. **2. Comprehensive upgrade of the talent development system** We always attach importance to the value of employees at different stages of development： 1. Senior employees can give priority to participating in the "Expert Mentor Program" and obtain special allowances by leading and teaching newcomers. 2. Open up the dual-channel development path of technology/management, and add professional and senior expert ranks 3. This month, a "cutting-edge workshop in the industry" will be launched, inviting external experts to conduct special empowerment **3. Follow-up arrangements** 1. The Human Resources Department will hold a policy interpretation meeting on X Month X (online and offline synchronization) 2. The person in charge of the department will conduct one-on-one career development communication within this week 3. The annual promotion plan will be carried out regularly in Q4 and will not be affected by this adjustment. We understand the questions that may arise from policy changes, and we welcome to communicate through the following channels： - Dedicated consultation email:career@company.com -Human resources duty hotline: extension XXX (9:00-18:00 on weekdays) -Anonymous feedback box: Staff service center on the 3rd floor of the headquarters The continuous growth of talents is the foundation of the company's development, and we look forward to working with you to build a more dynamic talent ecosystem. Human Resources Department X Month X Day, 2023 --- **Implementation recommendations：** 1. Legal compliance: It is necessary to clarify that the definition criteria of "young employees" should comply with the "Employment Promotion Law", and it is recommended to use "entry years" instead of the direct age expression. 2. Supporting measures: simultaneous announcement of alternative development plans such as expert promotion channels and project responsibility systems 3. Communication strategy: Arrange for management to communicate with key employees in advance, emphasizing "development focus adjustment" rather than "age discrimination" 4. Public opinion plan: Prepare a response manual to frequently asked questions to ensure that managers at all levels communicate the same caliber Pay attention to avoid sensitive expressions such as "elimination" and "age limit", and emphasize the new requirements of business transformation for competency models. It is recommended to cooperate with supporting mechanisms such as technical certification and project bidding to create new value realization scenarios for senior employees.