ERS 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.
When the evaluation depends on the manager, not on performance
Scores, not impressions. The same rules for everyone.
Without a shared model, every manager evaluates by their own criteria. The same result can be “very good” in one team and “acceptable” in another, and people notice immediately.
Salary decisions turn into individual negotiations, and your most valuable people leave first, because they can't see the link between what they deliver and what they receive.
The ERS evaluation model applies the same rules to everyone and makes the path visible: from result to score, from score to level, and from level to decision.
What's included
Concrete, ready-to-use deliverables, adapted to the reality of your organization.
- Evaluation matrix per roleIndicators from the KPI Framework plus behavioural criteria, each with a clear weight.
- Self-assessmentEmployees evaluate their own work against the same criteria as their manager.
- Manager evaluationManagers evaluate based on data and level descriptors, not on a general impression.
- Automatically consolidated scoreThe calculation follows fixed rules, with no adjustments made by gut feeling.
- The 5 performance levelsFrom Below expectations to Top Performer, each with clear implications.
- Salary recommendation and planEach level comes with a pay adjustment recommendation or a development or improvement plan.
How we work
A clear process, with your team validating every stage.
Configure the matrix
We adapt the model to your company's roles and indicators.
Self-assessment
Each employee completes an evaluation of their own work.
Manager evaluation
The manager evaluates against the same criteria, separately.
Score, level and decision
The model consolidates the scores and proposes the level and recommendation.
The 5 performance levels
Based on the final consolidated score, each employee is placed in a level with clear and transparent implications.
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 changes in the company
The result isn't one more document, but a clearer way of working for everyone.
- Fair, explainable decisionsAny employee can see why they received a given level.
- Fewer conflicts in pay discussionsRecommendations follow rules known in advance.
- Valuable people recognised in timeBefore they decide they have to leave in order to be noticed.
- A repeatable standard, year after yearRegardless of who joins or leaves the management team.
Where it fits in the ERS system
Each service can be contracted on its own, but the greatest value appears when the pieces connect, just like roles in a production workflow.
ERS evaluation model
Two-stage evaluation, score and level
Frequently asked questions
Why does the model need a self-assessment?
The gap between how employees see themselves and how their manager sees them is one of the most useful pieces of information in an evaluation. It reveals unspoken expectations and the topics for the feedback conversation.
How often is the evaluation carried out?
Usually once or twice a year, depending on the company's pace. Indicators can be tracked more often, while the consolidated evaluation happens at the agreed interval.
Are the salary percentages fixed?
The ranges are a starting point. We calibrate them with you according to the company's budget and pay policy.