> ## Documentation Index
> Fetch the complete documentation index at: https://docs.elevate.help/llms.txt
> Use this file to discover all available pages before exploring further.

# Performance Dimensions

> The three dimensions we measure—Skills, Delivery, and Behaviors—and why we use Behaviors instead of "Culture".

People Protocol measures performance using **three dimensions**. All three are needed to get a full picture and to support [Scorecards](/framework/scorecards), the [Talent Bar](/framework/talent-bar), and [Performance Grades](/framework/performance-grades).

## 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

***

## 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

***

## 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

### 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.

### 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

***

## How dimensions are used

* [Scorecards](/framework/scorecards) include Skills, Delivery, and Behaviors with standardised prompts and scoring.
* The [Talent Bar](/framework/talent-bar) defines minimum expectations for each dimension by seniority.
* [Grades](/framework/performance-grades) are derived from performance against the bar across all three dimensions.

See [Scorecards](/framework/scorecards), [Checklists](/framework/checklists), and [Talent Bar](/framework/talent-bar) for implementation.