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A performance score your team will believe

Most performance software produces a number nobody can argue with, because nobody can see where it came from. Every figure here traces back to a named task, a date and a person.

The formula

Score = how well you delivered × how much you delivered

A rate on its own is blind to volume. Somebody who closed a single trivial task on time was scoring 100, while somebody who carried ten and delivered seven on time scored 70 — the system was quietly telling the hardest workers in the company that they were the worst performers.

So the rate is credited against the load actually carried, counted in priority weights: a High task is worth three Low ones. Load counts three things — work closed, work in hand at half weight, and the approvals and reviews cleared for other people. A manager who spends the month unblocking their team is not idle.

The expectation is set per person from their WIP limit, so a part-time or deliberately low-volume role is measured against its own bar rather than against the busiest desk in the building. Credit is capped at a full load, so carrying double does not make 200 — and cutting work into more pieces cannot carry anybody past a complete score.

What the rate is made of

Managers are measured too

A team marked down for lateness their own manager caused is the fastest way to make a workforce stop believing any number you show them. Holding an approval or a review costs score, counted in working days from the moment it landed on that person's desk — not from the task's deadline, so work handed in early that then waits a fortnight is counted properly. Two working days is the expected turnaround; beyond that it is two points a day, capped at ten per item and twenty overall, because one oversight should not destroy a record.

Four rules that make it fair

• Leave is never lateness. Weekends, company holidays and that person's own approved leave are excluded everywhere a day is counted.
• Nobody wears somebody else's slip. If the stage before yours overran, you get back the window the plan gave you, counted from the day you were actually released.
• The doer is not punished for a slow review. Delivery is measured from when work was handed in, not when it was signed off.
• 0 to 100, always. Everybody starts at zero and earns it.

Why the working is shown

Every deduction and every gain appears with the item that caused it, the days involved and the points. A score nobody can see the derivation of is a score people quietly ignore — and they are right to.