Performance reviews that everyone can trust.
We built Pointed Performance because subjective reviews were damaging careers and eroding trust in the teams we worked on. The fix turned out to be simple: weight the skills that matter, describe each one on a clear scale, and turn the review into a next step.
Why we applied a pay method to performance
Point-factor analysis has helped organizations compare very different jobs for decades. Break a job into its skills, say how much each one matters, and describe each on a defined scale. We asked why that should only be used for pay.
- One yardstick for every person and team
- A result you can explain and act on
- Built for People teams, managers and the people being reviewed
Six principles, each one visible in the product
Fair
Skills and importance are set before a review starts, so a result reflects contribution and not who is in the room.
Transparent
Every result traces back to the skills behind it. Anyone can see how it was reached.
Actionable
A review should end with a next step. Every gap can become a goal with a history.
Simple
Set up in an afternoon. The method does the heavy lifting, so the experience stays light.
Private
Review data stays inside your company, and people see only what their role allows.
Adaptable
Skills, importance and rating scales are yours to define and change as roles evolve.
Three things we hold true
Everything in Pointed Performance follows from them.
A result should always come with its reason.
When you can see why a result is what it is, you can trust it, discuss it and act on it. Nothing in Pointed Performance is a black box.
See how a result is builtEveryone deserves the same yardstick.
People in the same role are described in the same words, so a good result means the same thing in every team, with no league table in sight.
See how roles define each skillSoftware prepares. People decide.
AI drafts the groundwork, and a person chooses what becomes a goal, a rating or a message. Judgment stays with people.
See Insights & AI