ABCD performance

The ABCD

Level and Performance reviews will be based on a principle we call ABCD.

• A – Accountability

• B – Business

• C – Culture

• D – Deliverables

Let's break it down, shall we?

Performance Reviews in the ABCD era

Each item above has a set of questions that Managers and Peers will grade on a scale of 1 (Entry) to 7 (C-Level) to obtain your Performance Review Net Performance Indicator (NPI).

The scale is in line with our pay levels:

• Level 1 - Entry
  Still learning this behaviour. Rarely applies it without guidance. Needs close support and reminders to contribute in this area.

• Level 2 - Junior
  Beginning to apply this behaviour in straightforward situations. Understands the basics, but often needs direction or feedback to follow through effectively.

• Level 3 - Mid
  Applies this behaviour reliably and independently in day-to-day work. Delivers consistently and meets expectations with little to no guidance.

• Level 4 - Senior
  Applies this behaviour confidently in a range of situations, including under pressure or ambiguity. Helps others improve in this area and leads by example.

• Level 5 - Lead
  Strengthens this behaviour across teammates or projects. Guides others, influences outcomes, and helps raise the overall standard in how this behaviour is practiced.

• Level 6 - Head
  Applies this behaviour strategically across teams or disciplines. Aligns others around shared goals and improves how work is approached at a broader level.

• Level 7 - C-Level
  Embeds this behaviour into the company’s long-term direction and culture. Drives change, sets vision, and inspires others to grow through this behaviour.

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  Performance reviews will be based on two sets of responses that determine your NPI:

• Manager Review – 85%

• Peer Review – 15%

Multiple peers will contribute to your review to ensure fair and accurate results. A minimum of three anonymous responses is required to generate an NPI.

Combining Manager and Peer Reviews will result in an NPI for each principle. You'll receive your final Spider chart once the 15% / 85% weighted average is calculated.

The Levels

While the level structure and salary ranges remain the same, we're slightly adjusting their names.

Role	Level
Entry	Level 1
Junior	Level 2
Mid	Level 3
Senior	Level 4
Lead	Level 5
Head	Level 6
C-Level	Level 7

Entry-level individuals typically don’t reach Level 2 across any principles, and we rarely hire at that junior level. C-level positions are limited to one person per department and aren't part of the progression pathway, even though one could be evaluated at such a level.

Once someone reaches Head Level, they should be capable of stepping into the C-level role if needed.

To advance to a certain level, one must achieve a score that is at that Level or above.

There's no rounding. For a principle to be Level 3, its NPI must be 3 or above.

In other words, 2.9 is not 3.

The only exception about progression to the next level is if one principle lags by two levels or more. For example, you can't reach Level 3 if any principle is still at Level 1.

Self Reflection

Your self-reflection doesn't affect your level. Its sole purpose is to help you and your manager understand different perspectives on your development, enabling you to work together toward your growth.

Your self-reflection will use the same answers and matrix, allowing you to compare how you perceive yourself with your actual standing.

With your Level set, you should meet with your Manager to discuss your gaps and consider where you can try to close those gaps over the following six months. It could also be good to set your KPIs to align with the gaps that have been presented. The purpose of these meetings is also to assess your self-evaluation against how your peers and manager see your performance.

If you climb a level, you’ll see your salary get raised accordingly to your new level at the next salary review.