My organization has not yet built a robust career architecture or competency model. While the work is in progress, we are facing situations where we are being asked to promote senior level people (VP to SVP). Might anyone have a set of criteria that has proved helpful in their organizations?

Without a detailed competency model, there will still be some broad principles to consider in promoting someone from VP to SVP.  Generally speaking, SVP should be a level to cover strategy formulation if not a regional level, at least must be at a country level covering some key function(s).  Critical skills must be at mastery level, i.e. not someone still learning the ropes.  Leadership experience is key.  Hence, staff engagement scores for the last few years will be a good indicator.  Hope this helps.

It really depends on the hierarchy  and structure of the org.for some businesses there is no real difference its just a level differentiator ie its the same criteria as a VP just more of it !

Where they do differ  it tends to be around being more generalist ie more cross functional experience and less about the function they are coming from