What the framework does
The framework:- Measures performance across Skills, Delivery, and Behaviors
- Structures evaluation using Scorecards (standardised, observable criteria)
- Anchors expectations using the Talent Bar (minimum by seniority)
- Produces Performance Grades (A-player, above bar, underperformer)
Core components
| Component | Purpose |
|---|---|
| Performance Dimensions | What we measure: Skills, Delivery, Behaviors |
| Checklists | Observable statements for Delivery, Skills, Behaviors |
| Scorecards | How we evaluate: checklists, observable evidence, standardised scoring |
| Talent Bar | Minimum expectations by seniority per dimension |
| Performance Grades | Final outcome: A-player, above bar, or underperformer |
How they connect
- Managers complete Scorecards using observable evidence for each dimension.
- Scores are compared to the Talent Bar for the person’s seniority.
- Grades are derived from that comparison (see Performance Grades).
- Calibration checks distribution and outliers before results are final.
Why it works
- Science, not art — Performance is broken into parts and scored in a standard way. Less room for bias; outcomes are explainable.
- Consistent expectations — The Talent Bar removes ambiguity across managers.
- Defensible outcomes — Promotions, comp, PIPs, and exits can be tied to evidence and criteria.