Employee Score
A single 0–100 signal that balances delivery, wellbeing, and business impact.
We compute the score as a weighted average
of six factors — each normalised to 0–100 before weighting. Factors that can't
be measured for a given person (e.g. billable ratio for an internal-only role)
are dropped and the remaining weights are rescaled, so every person has a
comparable number without forced data.
The formula
score = 0.25·Delivery
+ 0.20·Utilization
+ 0.20·Value
+ 0.15·Recognition
+ 0.10·Focus
+ 0.10·Billable
grade 85–100 → exceptional
70–84 → strong
55–69 → healthy
40–54 → watch
0–39 → struggling Factors in detail
Delivery
weight 25%Average of goal progress + hit-rate across the person's active and recent goals.
How to move it · Set quarterly goals in Growth and keep progress updated — the factor blends hit-rate and average progress, so steady 80% progress beats one 100% goal plus a 0%.
If no goals are on file, this factor contributes a neutral 60 — don't game the score by deleting goals.
Utilization
weight 20%How close weekly allocation sits to the healthy band (70–90%). Above or below is penalised.
How to move it · Aim for 70–90% weekly allocation. The curve gently rewards up to 100%, then falls sharply — both bench and burnout cost you points.
Value
weight 20%Profit per hour delivered, normalised against the team. Rewards people whose allocations actually make margin.
How to move it · Worked directly on profitable projects at competitive rates. Measured as margin per hour across allocations, then ranked against peers.
Internal-only people (no billable allocations) get a neutral 60 here — this factor is rescaled so they aren't penalised.
Recognition
weight 15%Kudos received and given in the last 60 days, normalised against peers.
How to move it · Kudos received and given in the last 60 days. Receiving weighs 4× more than giving, but giving still counts — pay the kindness forward.
Billable
weight 10%Share of tracked hours that are billable to clients — skipped for internal-only roles.
How to move it · Share of timesheet hours flagged billable. Internal sync calls and HR rituals lower this — that's fine for support roles, where the factor is dropped.
Where the score shows up
You'll see it wherever employee context matters — in the Saturation overview, hovering on any avatar, the Growth page header, the People list, and each employee's profile page.
The small info button next to a score opens a quick breakdown of the current factor values and links back here.
FAQ
Is this used for reviews or compensation?
No. The score is a workspace-health signal, not a performance review. It reflects conditions people are working under (load, recognition) as much as individual output, and changes week to week as context shifts.
Why does it change so much week over week?
Utilisation and recognition move quickly; delivery and value move slowly. That's by design — the score is a read on now, not a career metric.
Can I boost my score without doing the work?
Not really. The factors are deliberately hard to game individually, and gaming one usually hurts another (logging hours you didn't work trashes Value; bombarding coworkers with kudos dilutes your own Recognition ranking). Just do the work.