Platform · Garnet Health · 2025
Performance Evaluation Engine
Digitised job descriptions, an automated scoring algorithm, and a Supervisor to HR to Executive approval matrix serving thousands of employees.
How it works
Three gates, in order, no skipping. The chain is explicit in software rather than in convention, so a reorganization cannot quietly break it.
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01 · The problem
Annual evaluations ran on documents emailed between three levels of approval. Nobody could answer how many were outstanding, and the job descriptions they scored against were themselves out of date.
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02 · What I decided
Build the job description model first. Evaluations that score against free text produce numbers that cannot be compared, so the description builder had to exist before the scoring did. The approval matrix is explicit and multi-tier because an approval chain that lives in convention is one reorganisation away from breaking.
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03 · The outcome
A workflow for thousands of employees with a live view of what is outstanding and where it is sitting, replacing a per-seat platform.
What a surveyor, or a hiring panel, should hear.
Constraint
Evaluations scored people against job descriptions that were themselves years out of date, and nobody could answer how many reviews were outstanding or whose desk they sat on.
Decision
Build the job description model before the scoring model. Scoring against free text produces numbers that cannot be compared across departments, so the description builder had to exist first. The approval matrix is explicit and multi-tier because a chain that lives in convention breaks at the first reorganisation.
Ownership
HR owns the descriptions, the platform owns the routing, and leadership can see the queue. Thousands of employees on a workflow that replaced a per-seat platform.
- Routing
- 3 tiers
- Avoidance
- 185K / yr
- Platforms
- Web