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People Protocol measures performance using three dimensions. All three are needed to get a full picture and to support Scorecards, the Talent Bar, and Performance Grades.

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1. Skills

What it is
Role-specific capabilities: what someone can reliably do, what they can handle independently, and what level of complexity they can manage. What we look at
  • Depth and breadth of skills for the role
  • Independence (how much guidance they need)
  • Ability to manage increasing complexity

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2. Delivery

What it is
Outputs and outcomes: what they shipped, completed, or achieved, and the quality and reliability of execution. What we look at
  • Results against goals and expectations
  • Quality of work
  • Consistency and reliability of delivery

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3. Behaviors

What it is
Organisation-wide expectations: observable actions that reinforce how the company wants work to happen. Measurable ways of working that are rewarded and encouraged. Important
We do not use the term “Culture” as a scoring dimension. We use Behaviors because they are:
  • Observable — Someone can point to evidence
  • Coachable — There is a clear improvement path
  • Measurable — Not vague values statements

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Why behaviors matter

Behaviors prevent “results at any cost”. They ensure we don’t accidentally reward:
  • Chaos, politics, or poor collaboration
  • High output with low reliability
  • Toxic or unsustainable execution
Behaviors create a shared standard that scales across teams.

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How behaviors should be designed

Behaviors should be:
  • Observable (evidence-based)
  • Consistent across teams
  • Aligned to business outcomes
  • Coachable
  • Measurable
Example behavior categories (illustrative):
  • Ownership & Accountability
  • Reliability & Follow-through
  • Communication & Collaboration
  • Customer / Stakeholder Focus
  • Quality Mindset
  • Bias for Action

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How dimensions are used

  • Scorecards include Skills, Delivery, and Behaviors with standardised prompts and scoring.
  • The Talent Bar defines minimum expectations for each dimension by seniority.
  • Grades are derived from performance against the bar across all three dimensions.
See Scorecards, Checklists, and Talent Bar for implementation.