> ## 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.

# How It Works

> The performance loop—define expectations, capture evidence, support evaluation, calibrate, and deliver outcomes—inside the People Protocol platform.

People Protocol runs performance as a **loop** inside the platform.

## 1) Define expectations

* **Objectives** — Set in the platform; linked to [evidence](/platform/connectors-and-evidence) sources
* **[Scorecards](/framework/scorecards)** — Templates that combine [Delivery, Skills, and Behaviors](/framework/performance-dimensions) [checklists](/framework/checklists)
* **[Talent Bar](/framework/talent-bar)** — Minimum expectations by seniority; used to interpret performance

## 2) Capture evidence automatically

* [Connectors](/platform/connectors-and-evidence) pull from project management, docs, and communication tools
* Evidence is attached to objectives and performance dimensions
* [AI](/platform/ai-assist) can recommend or populate context from connected systems
* Reduces admin and “only loud work gets noticed”

## 3) Support manager evaluation

* [Managers](/process/roles-and-ownership#managers) complete reviews using [checklists](/framework/checklists) of observable statements
* Reviews cover [Delivery, Skills, and Behaviors](/framework/performance-dimensions) — same structure for everyone
* [Evidence](/platform/connectors-and-evidence) is surfaced so managers evaluate with context, not memory alone
* [AI assist](/platform/ai-assist) can help summarise and structure feedback

## 4) Calibrate results

* The [Performance Team](/process/roles-and-ownership#performance-team) runs [calibration](/process/calibration): [A-player](/philosophy/high-performance-model) cap, missing data, outliers
* [Leadership](/process/roles-and-ownership#ceo--top-management) reviews and approves final [grades](/framework/performance-grades)
* Ensures fairness and consistency across teams

## 5) Deliver outcomes

* [Outcomes](/process/outcomes): promotions, compensation, equity, development, PIPs, exits
* Results are communicated; [managers](/process/roles-and-ownership#managers) deliver feedback in one-to-ones

***

## End-to-end in the platform

| Stage     | In the platform                                                                                                                                                                                                         |
| --------- | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- |
| Define    | Objectives, [scorecard](/framework/scorecards) templates, [Talent Bar](/framework/talent-bar) by level                                                                                                                  |
| Capture   | [Connectors](/platform/connectors-and-evidence) + [AI](/platform/ai-assist)                                                                                                                                             |
| Evaluate  | [Checklist](/framework/checklists)-driven [reviews](/process/quarterly-cycle) with [evidence](/platform/connectors-and-evidence) in context                                                                             |
| Calibrate | [Grade](/framework/performance-grades) calculation, [calibration](/process/calibration) checks, [leadership](/process/roles-and-ownership#ceo--top-management) approval (process; platform supports data and workflows) |
| Deliver   | [Outcome](/process/outcomes) decisions; [manager](/process/roles-and-ownership#managers)-led feedback                                                                                                                   |

See [Connectors and evidence](/platform/connectors-and-evidence) and [AI assist](/platform/ai-assist) for how the platform reduces bias and increases consistency.