> ## 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.

# Welcome to People Protocol

> Documentation for People Protocol—talent philosophy, performance framework, and quarterly process.

People Protocol is designed for organisations that want to run **performance like a system**. This documentation explains our [talent philosophy](/philosophy/talent-philosophy), how we measure performance ([framework](/framework/overview)), and how the [quarterly process](/process/overview) works.

## Documentation structure

### [Platform](/platform/overview)

The online platform: [connectors](/platform/connectors-and-evidence), [evidence](/platform/connectors-and-evidence), [AI assist](/platform/ai-assist), and how it supports [reviews](/framework/scorecards).

* [Platform Overview](/platform/overview) — What we solve; evidence-based reviews
* [How It Works](/platform/how-it-works) — Define, capture, evaluate, calibrate, deliver
* [Connectors and Evidence](/platform/connectors-and-evidence) — Pulling from your tools
* [AI Assist](/platform/ai-assist) — Context, evidence, and review support

### [Philosophy](/philosophy/talent-philosophy)

Why we treat performance as a system and our [A-player](/philosophy/high-performance-model) centric model.

* [Talent Philosophy](/philosophy/talent-philosophy) — Core narrative, three ingredients for high performance
* [High-Performance Model](/philosophy/high-performance-model) — A-players, above bar, underperformers
* [Why Delivery + Skills + Behaviors](/philosophy/why-delivery-skills-behaviors) — Why we measure all three

### [Framework](/framework/overview)

How we measure performance: [dimensions](/framework/performance-dimensions), [scorecards](/framework/scorecards), [Talent Bar](/framework/talent-bar), and [grades](/framework/performance-grades).

* [Framework Overview](/framework/overview) — How the parts connect
* [Performance Dimensions](/framework/performance-dimensions) — [Skills](/framework/performance-dimensions#skills), [Delivery](/framework/performance-dimensions#delivery), [Behaviors](/framework/performance-dimensions#behaviors)
* [Checklists](/framework/checklists) — Observable statements for evaluation
* [Scorecards](/framework/scorecards) — Standardised evaluation
* [Talent Bar](/framework/talent-bar) — Minimum expectations by seniority
* [Performance Grades](/framework/performance-grades) — [A-player](/philosophy/high-performance-model#a-players-15-25), [above bar](/philosophy/high-performance-model#above-bar--average-performers-65-85), [underperformer](/philosophy/high-performance-model#underperformers-0-10)

### [Process](/process/overview)

The quarterly operating cycle: [reviews](/process/quarterly-cycle), [calibration](/process/calibration), and delivery of [results](/process/outcomes).

* [Process Overview](/process/overview) — Why quarterly, the three steps
* [Quarterly Cycle](/process/quarterly-cycle) — Timeline, owners, outputs
* [Calibration](/process/calibration) — Checks, A-player cap, leadership approval
* [Roles and Ownership](/process/roles-and-ownership) — [Managers](/process/roles-and-ownership#managers), [Performance Team](/process/roles-and-ownership#performance-team), [CEO](/process/roles-and-ownership#ceo--top-management)
* [Outcomes](/process/outcomes) — Promotions, comp, equity, PIPs, exits

## Quick links

* [Platform Overview](/platform/overview) — What the platform is
* [Talent Philosophy](/philosophy/talent-philosophy) — Start here for the “why”
* [Framework Overview](/framework/overview) — How we measure
* [Quarterly Cycle](/process/quarterly-cycle) — How we run it each quarter