Separate ready thresholds from a promotion receipt

Keep readiness and completion distinct

Meeting a displayed performance or skill target answers a readiness question. A promotion result needs an actual changed title or a completed settlement that reports the change.

The reviewed Banking run confirmed its promotion through the work receipt and a separate Career reading. That pair is stronger than an isolated progress bar.

Read the settlement and panel

At the end of a legal shift, check what the game actually reports before adding another action. If the rank changes, capture the new title and next requirement.

1. Step 1Note the current title before work.
2. Step 2Keep the displayed threshold as a separate target.
3. Step 3Read the completed work settlement.
4. Step 4Read Career afterward for the actual role and performance.
5. Step 5Record any remaining restriction or unanswered trigger.

The observed Banking change

The later full-shift observation recorded Relationship Officer Level 2 and 45% performance after settlement. That post-promotion value should not be mistaken for a failed entry-rank target.

Avoid inferring the invisible trigger

A changed panel after settlement shows the outcome, but it does not independently isolate every internal promotion rule. The reports did not measure a universal trigger for every career.

Starting near a performance cap can conceal how much an action would add below the cap. Do not derive a fixed performance gain or work-mode multiplier from that one run.

Does reaching 100% guarantee the next rank?

Not on this evidence. Use the live required conditions and observe the completed outcome; the checklist cannot establish a guaranteed internal rule.

Why did performance become 45% after the recorded promotion? The Career panel showed that value. Its complete formula was not isolated, so it should remain an observed post-result reading.