I'm pushing for the E4 promotion in the next PSC cycle, and I've gotten some feedback that I could shore up my people axis contribution. Given that, I was wondering how important people is for this promo and how I can get points on this axis as a growing E3. People axis contribution seems harder given the hiring freezes (e.g. it's harder to be a bootcamp mentor) and the fact that the main intern season is over.
For E3 promo, people axis is not weighed that heavily.
As a manager of an E3, I would not expect things like bootcamp mentorship or intern management, but those things certainly help. Doing those means that you're exceeding expectations on the people dimension instead of just meeting expectations, which is what the majority of people would get.
The expectations on people axis for an E4 MA (i.e. an E3 pushing for E4 promo) is quite low. This promotion is ~80% Engineering Excellence oriented. Here are some of the more common ways I've seen E3s growing to E4 meet the people axis requirement:
The last one is the most important and can (and should) always be done, which is why I highlighted it. To help with that, I highly recommend watching my series on Effective Communication.