People & Organization
One review sheet per family. Phase 1 first, phase 2 visibly inactive below.
Review owner: HR / Sales VPOpen period: 2026 Q3Data debt: 4/7 extractable today
Phase 1 — reviewed now| KPI | Type | Cadence | Owner | Source | Target | Actual | Status | Trend | Comment |
|---|---|---|---|---|---|---|---|---|---|
Critical Talent Coverage Continuity in business-critical roles. Every gap must be a documented decision, not a discovery | Leading | Quarterly | HR / Sales VP | Available Talent review | Red Computed from 100% covered | 0 | |||
Succession Coverage Named, ready successor for each critical role — a direct buyer question | Leading | Annual | HR / Sales VP | Available Talent review | Not measurable | — | |||
Sales Productivity per Rep Revenue and growth per rep. A 20% and a 470% grower in the same organisation is a territory-design problem, not a performance verdict | Lagging | Quarterly | Sales Director | Partial SAP + HR headcount | Green Computed from within ±25% of zone median | -2.9 | |||
Employee Retention Key talent already retained or lost | Lagging | Quarterly | HR | Available HRIS | Green Computed from ≥90% | +5.4 |
Visible so the roadmap is legible, inactive so it cannot be reviewed.
| KPI | Priority | Cadence | Source | Verdict | Agreed band |
|---|---|---|---|---|---|
Performance Tiering Weighted ranking into World class / On standard / Not acceptable, published. Absolute levels, not forced quotas — the distribution should shift upward over time | P2 | Annual | To build Composite scorecard | Undecided | ≥70% in top two tiers / 50–70% / <50% |
Training Completion Capability development. Measures completion, not outcome — retire early Retires when: Measures completion, not outcome — retire early. | P2 | Annual | Available LMS | Undecided | ≥90% / 70–90% / <70% |
Coaching Sessions (TBD) Structured CRM-based coaching between director and rep, the mechanism the whole system is meant to feed | P2 | Quarterly | To build Manual log | Drop | ≥ plan / 70–100% / <70% |