> ## 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.

# Roles and Ownership

> Who does what in the performance process—Managers, Performance Team, and CEO / top management.

Clear ownership keeps the [Quarterly Process](/process/overview) consistent and accountable. Three groups have defined roles.

***

## Managers

**Responsibilities**

* **Gathering feedback** — From projects, peers, and stakeholders as needed
* **Completing [Scorecards](/framework/scorecards)** — Based on observable evidence across [Skills](/framework/performance-dimensions#skills), [Delivery](/framework/performance-dimensions#delivery), and [Behaviors](/framework/performance-dimensions#behaviors)
* **Delivering feedback and outcomes** — Communicating grades and [Outcomes](/process/outcomes) (comp, promotion, PIP, etc.) to employees in one-to-ones

**When they act**

* **Step 1** — Performance reviews (1–2 weeks)
* **Step 3** — Announce results and deliver feedback (1 week)

The line manager is **accountable** for the [scorecards](/framework/scorecards) that drive the final [grade](/framework/performance-grades). Additional reviews (e.g. from other [managers](/process/roles-and-ownership#managers) or functional leads) support but do not override that accountability.

***

## Performance Team

**Responsibilities**

* **Collecting reviews** — Ensuring all [scorecards](/framework/scorecards) are submitted on time
* **Calculating [grades](/framework/performance-grades)** — From scorecards vs. [Talent Bar](/framework/talent-bar)
* **Running [Calibration](/process/calibration)** — A-player cap, missing data, outliers
* **Completeness and fairness checks** — Before leadership review
* **Coordinating results announcement** — Timetables, communications, handover to managers

**When they act**

* **Step 2** — Grade calculation and calibration (1 week)

The performance team **owns the quarterly process**. It reports into leadership and works closely with the CEO/top management on calibration and approval.

***

## CEO / Top Management

**Responsibilities**

* **Reviewing and approving final [grades](/framework/performance-grades)** — After [calibration](/process/calibration), before results are announced
* **Ensuring fairness and organisational consistency** — So similar performance is treated similarly across teams
* **Identifying systemic risks or intervention areas** — e.g. consistently underperforming teams, or managers who need support on scoring or feedback

**When they act**

* **Step 2** — Leadership review within the calibration week

Performance is a **direct CEO mandate**. Talent is a force multiplier; the process should not sit only under HR as a “support” function. The performance team and calibration are core to the office of the CEO.

***

## How it fits together

| Step                                   | Managers                                                                                | Performance Team                      | CEO / Leadership                                                  |
| -------------------------------------- | --------------------------------------------------------------------------------------- | ------------------------------------- | ----------------------------------------------------------------- |
| 1. Reviews                             | Own: [scorecards](/framework/scorecards), [evidence](/platform/connectors-and-evidence) | Support: process, timing              | —                                                                 |
| 2. [Calibration](/process/calibration) | —                                                                                       | Own: calculation, calibration, checks | Own: approve [grades](/framework/performance-grades), consistency |
| 3. Delivery                            | Own: feedback, [outcomes](/process/outcomes)                                            | Support: coordination, comms          | —                                                                 |

For the timeline, see [Quarterly Cycle](/process/quarterly-cycle). For what changes as a result of grades, see [Outcomes](/process/outcomes).