Why?
Point-factor analysis has been used in job evaluation for decades. It's how compensation consultants establish pay equity across roles. The principle is simple: decompose a job into its component skills, assign each skill a weight proportional to its importance, and score against a defined scale. The result is a number that's consistent across people, explainable, and easy to build actions on.
We asked ourselves: Why would we only want this for pay? So we've taken that principle and applied it to performance management. Instead of asking a subjective opiniion of a manager, we lay out the criteria and let the data speak for itself. The weighted sum lands everyone in the same objective space, no matter who fills in the form.
This worked so well.. we decide to build Pointed Performance as the platform that makes this easy to set up, easy to roll out, and easy to trust, for HR teams, managers, and the people being reviewed.
Our principles
Fair
Scores that reflect contribution, not politics. The methodology is visible to everyone before the review starts.
Transparent
Every result traces back to the skills behind it. No black box, no mystery. Anyone can audit the score.
Empirical
Grounded in weighted data, not gut feel or recency bias. Results hold up in calibration meetings because they're defensible.
Simple
Powerful enough for enterprise, simple enough to set up in an afternoon. Complexity lives in the math, not the UX.
Consistent
The same yardstick for every person, every team, every cycle. A score means the same thing in engineering as it does in sales.
Actionable
A review should end with a next step, not a verdict. Every weak score points at the specific skill to work on.
Private
Review data is some of the most sensitive an organization holds. It stays scoped, encrypted, and visible only to the people who need it.
Adaptable
No two organizations value the same things. Skills, weights, and scales are yours to define and change as roles evolve.