Design a Performance Management Framework
10 weeks · 0 milestones
Design a complete performance management framework for a specific real team or functional unit — specifying the goal-setting methodology, review cadence, rating criteria, calibration process, and how the framework handles underperformance and exceptional performance. The framework must be grounded in a specific real organisational context with named constraints (team size, culture, reporting structure). Proof requires review by an HR professional or experienced manager who has run real performance cycles and can confirm the framework is coherent, internally consistent, and workable in the stated context.
Milestone map
Milestone map
3 milestones
Interview at least three people in the target team — a manager, a contributor, and an HR or operations stakeholder — and review any existing performance documentation. Produce a gap analysis that distinguishes between symptoms and root causes, and frames what a better framework must achieve.
Proof required
Submit a diagnosis report (two to three pages) covering: summary of interview findings (at least three interviews cited), gap analysis contrasting the current state against stated team goals, root cause identification for the top two to three gaps, and a framing statement for what the framework must achieve.
What gets checked
- At least three interviews are documented with role, date, and specific quotes or observations — not a generic summary
- The diagnosis distinguishes between symptoms (e.g. 'reviews feel rushed') and root causes (e.g. 'no calibration step creates inconsistent standards')
- Evidence from multiple organizational levels is present — not just the manager's perspective