Performance
Build measurable performance standards that reward contribution.
Subjective evaluations create bias and inconsistency across teams. When standards vary by manager, strong contributors are overlooked, development stalls, and pay decisions lose credibility.
Moore Cooperative helps organizations design performance systems built on measurable competencies and consistent evaluation. We connect goals, feedback, and results to clear standards that reward contribution and support growth – and we prepare managers to communicate those results with evidence-based feedback and confident, constructive conversations.
What good performance systems share
Measurable
Standards you can point to – not moods, memories, or preferences.
Consistent
The same rubric across teams, so calibration and pay decisions hold up.
Transparent
Employees know how they're evaluated, and how to move up.
Actionable
Reviews connect to development, promotions, and pay.
Our Offerings
Assessment
Design
Enablement
Performance System Diagnostic
See where your current process helps or hurts
- Review of goals, cadence, feedback tools, ratings, and promotion criteria.
- Analysis of calibration and rating distributions for bias and drift.
- Identify where subjectivity or inconsistency creates legal or retention risk.
- Concise findings deck with prioritized recommendations.
Employee Experience Survey
Hear from the people who are growing your organization
- Custom survey covering fairness, feedback, growth, and manager quality.
- Segment results by function, tenure, level, and location.
- Turn open-text responses into themed insights for leadership.
- Benchmark against industry norms where data allows.
Framework & Rubric Design
Design a competency model aligned to your levels and role families
- Build the review rubric, rating scale, and calibration protocol.
- Connect performance outcomes to pay and promotion decisions.
- Communication plan and rollout support for leadership and HR.
Manager Training
Coaching for people-leaders navigating PIPs, promotions, or terminations.
- Live workshops on evidence-based feedback and difficult conversations.
- Manager toolkits: talking points, examples, and calibration templates.
- Coaching for people-leaders navigating PIPs, promotions, or terminations.
Pricing starts at $5,000
Contact us to discuss custom solutions that fit your budget.
Our Diagnostic Process
Understand how performance is defined, measured, and communicated.
From goal setting and feedback cycles to promotions and recognition, we assess consistency, fairness, and transparency, including calibration, manager readiness, and the communication practices that shape trust and accountability. You receive a concise analysis of what is working, where bias or misalignment exists, and how to strengthen performance, development, and equitable decision-making – with a clear roadmap for adoption and change management.
Meet with leadership and HR to understand your current performance management approach – goals, cadence, feedback, calibration, and promotion processes.
Provide documentation such as review templates, rating frameworks, feedback tools, promotion data, training materials, and (where available) historical review outcomes for pattern analysis.
Evaluate the system for bias, consistency, and strategic alignment. Review feedback quality, calibration, and manager communication practices, and pressure-test how outcomes tie to pay, promotion, and development.
Deliver findings and redesign options with a phased implementation plan focused on communication, calibration, and manager adoption.
Time to completion: starting at 3 weeks.
Only 14% of employees strongly agree that performance reviews inspire them to improve.*
Let's make this experience meaningful with structured, evidence-based systems.
* Source: Gallup, State of the American Workplace.