What scorecards are
Scorecards structure how managers evaluate each employee. They sit at the heart of the Performance Framework and feed into the Talent Bar comparison and Performance Grades. They use checklists of observable statements for each dimension.How scorecards work
Scorecards use:- Yes / No statements — Clear, binary-style criteria where possible
- Observable behaviors — Evidence-based; reviewers can point to examples
- Standardised scoring — Same structure across teams and seniority levels
- Comparable across teams
- Less subjective — Less room for bias and interpretation
- Easier to calibrate — The Performance Team can check distributions and outliers
- Easier to audit — Decisions can be traced to criteria and evidence
What scorecards produce
Scorecards create structured data that can be:- Compared to the Talent Bar — Is the person at, above, or below minimum expectations for their level?
- Aggregated for org-wide analysis (e.g. skill gaps, behavioral patterns)
- Used in Calibration — Distribution checks, outlier review, missing data
- Translated into outcomes — Promotions, comp, PIPs, exits (see Outcomes)
Who completes them
- Managers complete scorecards for their direct reports based on observable evidence.
- Other managers and functional leads can provide input, but the line manager is accountable for the scorecards that drive the final grade.