Reviews that agree with what actually shipped
A performance agreement in TeamPulse stores references, not descriptions. Each target points at a goal, a key result or a project, so achievement moves as delivery data moves and nobody retypes a status at review time.
- Weights must allocate
- 100%
- Weights must allocate
- Cycle stages
- 5
- Cycle stages
- Calibration grid
- 9-box
- Calibration grid
- Feedback sources
- 360°
- Feedback sources
Calibration
A rating that means the same in two departments
Managers draft, then calibrate together in one session against a shared distribution. The before and after is kept, so you can show an employee, or a regulator, exactly what moved and why.
- Self, peer, manager, calibration and share stages
- 9-box placement on performance against potential
- Distribution held before and after the session
- Development plan issued at the end, not a rating alone
What is in it
Everything the performance layer holds
Enough structure for a fair process that survives challenge, without asking managers to become administrators.
Performance agreements
Targets reference a goal, key result or project. Weights must total 100 before an agreement can be signed.
Review cycles
Self, peer, manager, calibration and share, with reminders that chase the managers who are behind.
Calibration & 9-box
Compare drafts side by side, place people on performance against potential, and keep the distribution honest.
Competency matrix
What each level actually requires, so a promotion conversation has something concrete behind it.
Development plans
Every cycle ends with a plan, not just a score, and the plan feeds the learning module.
1:1s & coaching notes
Running notes between cycles, so the review is a summary of the year rather than a surprise.
Promotions & succession
Eligibility rules, nomination flows and succession plans for the roles that matter most.
Improvement plans
Structured, time-boxed and documented, with the support offered recorded alongside the expectations.
Getting there
A cycle that finishes on time
Issue agreements
Targets are drawn from the goals and projects each person already owns, so the first draft writes itself.
Run the cycle
Self and peer stages open on a schedule. Reminders go to the people holding it up, not to everyone.
Calibrate
Managers meet once with the distribution in front of them and agree what each band means this year.
Share and plan
Ratings release together, each with a development plan and the evidence that supported it.
What changes
What teams report after a full cycle
Reminders target the blocker rather than the whole company.
A target that points nowhere cannot be saved.
Achievement is read from the same data the PMO reports.
One meeting instead of a month of side conversations.
Score people on what the work actually did
Import your goals and project register, issue agreements from them, and run one cycle end to end on a thirty-day trial.