The method, in plain terms.
Before we build anything, get the shape of the system clear. Four ideas — that's the whole architecture.
Scorecard
Performance is measured across four perspectives — Financial, Customer, Process, People. Weighting them forces trade-offs to be explicit instead of accidental.
Cascade, don't copy
Corporate objectives set direction. Departments translate them into role-level KPIs. Individuals write SMART objectives that ladder up. Every measure earns its place by connecting to the one above it.
A single 1–5 scale
One rating language across the organisation. Level 3 is fully meeting expectations — not a punishment, not a participation ribbon. Level 5 is reserved. Level 1 is honest.
Compensation and development follow the rating
Merit, variable pay and development investment are calibrated to performance level. This is the machinery that turns a scorecard from a document into a system.