ERS – Evaluation & Retention System
A complete, mathematical and traceable system. ERS doesn't add yet another process on top of existing chaos; it replaces improvisation with a clear architecture: defined roles, objective criteria and documented decisions.
Not an HR tool, but organizational architecture
Most performance problems are not about people, but about how roles and the links between them are built. ERS starts from the company's real workflow and builds, step by step, a standard everyone can understand: employees, managers and leadership.
Business success isn't created through pressure and an overload of responsibilities, but through efficiency and transparency across the entire workflow.
- Clearly defines roles and responsibilitiesEvery position has a precise, measurable outline.
- Sets objective evaluation criteriaScores, not impressions. The same rules for everyone.
- Identifies people who consistently deliverReal performance becomes visible and documented.
- Reduces turnover through smart retentionValuable people are recognised before they leave.
- Gives managers real decision-making toolsData, levels and clear recommendations.
- Creates long-term stabilityA repeatable standard, year after year.
How ERS works
From chaos to predictability in 3 steps, with concrete deliverables at every stage.
Organizational diagnosis
We analyse the structure, roles, workflows and real problems in your team.
System implementation
We build the role profiles, KPIs, evaluation model and decision tools.
Monitoring and retention
We set up development and retention plans and prepare your team to run the system on its own.
ERS components
Six services that build on one another. Each one can be contracted separately.
Structured role profiles
Job descriptions built properly: measurable responsibilities, defined competencies, a clear seniority level and explicit links to the colleagues before and after you in the workflow. The foundation of any fair evaluation.
Service details Step 2 in ERSCustom KPI Framework
Performance indicators specific to each role: calculation formula, target, frequency and data source. Ready to use from the very first evaluation.
Service details Step 3 in ERSERS evaluation model
The complete evaluation matrix: a two-stage evaluation (self-assessment and manager review), an automatically consolidated score, a performance level and a salary recommendation.
Service details Step 4 in ERSTraceability dashboard
An executive summary with final score, level achieved, a comparison between self-assessment and manager evaluation, salary recommendations and a development plan.
Service details Step 5 in ERSManager training
A dedicated session: how to evaluate fairly, how to give constructive feedback, how to lead calibration and how to communicate pay decisions without conflict.
Service details Step 6 in ERSFacilitated calibration session
Marisoph Consulting facilitates your first calibration session: validating evaluations, aligning standards and making decisions with confidence.
Service detailsThe 5 ERS levels
Based on the final consolidated score, each employee is placed in a level with clear and transparent implications for their pay package.
Top Performer
Consistently exceeds expectations. Major impact on the team and the company.
Performer
Consistently meets expectations and sometimes exceeds them. A significant contributor.
Solid Contributor
Fulfils responsibilities at an appropriate level. Consistent results.
Developing
Below expectations on some key criteria. Needs structured support.
Below expectations
Performance below what the role requires. Needs immediate intervention.
What concretely changes
ERS is not a cost but an investment that pays back in retention, productivity and organizational culture.
Clarity in roles
Everyone knows exactly what to do and who to hand work over to.
Objective evaluation
Decisions become fair, transparent and predictable.
Higher retention
Good people stay, and those in the wrong role are repositioned.
More effective managers
They have real tools, not just intuition.
A coherent workflow
Departments become links in the same chain, not islands.
Organizational stability
The company becomes scalable, orderly and coherent.