> ## 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.

# Talent Bar

> Minimum expectations by seniority for Skills, Delivery, and Behaviors—how the bar is set and how it’s used in grading and outcomes.

The **Talent Bar** defines the **minimum expectations** for each seniority level across [Skills](/framework/performance-dimensions#skills), [Delivery](/framework/performance-dimensions#delivery), and [Behaviors](/framework/performance-dimensions#behaviors).

It is the reference point for determining whether someone is:

* **[Underperforming](/philosophy/high-performance-model#underperformers-0-10)** — Below the bar in one or more meaningful areas
* **Meeting expectations ([above bar](/philosophy/high-performance-model#above-bar--average-performers-65-85))** — At or slightly above the bar
* **Significantly exceeding expectations ([A-player](/philosophy/high-performance-model#a-players-15-25))** — Clearly above the bar in most dimensions

## Why it exists

The Talent Bar exists to:

* **Set consistent expectations** — Same minimums for a given level across managers and teams
* **Remove ambiguity** — Clear criteria reduce “I think they’re fine” vs “I don’t” disagreements
* **Make [outcomes](/process/outcomes) defensible** — [Grades](/framework/performance-grades), comp, and exits can be tied to bar vs. [Scorecard](/framework/scorecards) comparison
* **Create a transparent improvement path** — People know what “at bar” looks like and what to work on

## How it is applied

1. [Scorecards](/framework/scorecards) are completed for each employee across [Skills, Delivery, and Behaviors](/framework/performance-dimensions).
2. **Scores are compared** to the Talent Bar for that person’s seniority in each dimension.
3. [Performance grades](/framework/performance-grades) are derived from that comparison (see [Performance Grades](/framework/performance-grades)).

Being above or below the bar has **meaningful consequences**:

* Compensation (salary, equity)
* Promotion decisions
* Performance improvement plans (PIPs)
* Exits

## Relationship to other framework parts

* The Talent Bar is built from the same [Performance Dimensions](/framework/performance-dimensions) used in [Scorecards](/framework/scorecards).
* [Calibration](/process/calibration) uses the bar to check that [A-players](/philosophy/high-performance-model#a-players-15-25) stay within \~15–25% and that [underperformers](/philosophy/high-performance-model#underperformers-0-10) are appropriately identified.
* The bar is central to the [Quarterly Process](/process/overview): reviews produce [scorecards](/framework/scorecards) → scorecards are compared to the bar → [grades](/framework/performance-grades) are calibrated and then delivered.