Appraisals that can't skip the gate.
ScoReview ties every scorecard rating to compliance, safety, and revenue gates before a single dollar of multiplier gets calculated — then cascades the result from the executive scorecard down to the individual review.
A 4.6 rating means nothing if the site missed the revenue floor.
ScoReview pairs a ready-to-deploy review cycle with the compliance rigor of a gate matrix — simple enough to run this quarter, built to scale as your workforce and standards grow. Nothing should reward the number without checking the gate behind it first.
Without a gate matrix
With ScoReview
Performance Gate & Outcome Classification
Define mandatory conditions — compliance, safety incidents, revenue floors — that must pass before any scorecard multiplier is eligible to apply. Gates evaluate automatically per employee, per cycle.
- Caps or unlocks the multiplier automatically — no manual sign-off step.
- Keeps the underlying figure behind every pass/fail for audit.
Corporate BSC Cascade
Model the balanced scorecard from board-level OKRs down through business units to individual contributors, with a live alignment percentage computed at every layer of the cascade.
- Alignment is calculated, not eyeballed — every layer traces to the OKR above it.
- Flags scorecards that drift from the strategic objectives they cascade from.
Performance–Potential 9-Box
Plot performance against potential automatically from scorecard and gate results. Calibration sessions start from a placement the system already computed, not a blank grid.
- Placement recalculates the moment a scorecard or gate result changes.
- Distribution view flags any team calibrating too many "stars."
PiPE Growth Hub
The 9-box placement isn't the destination — it's the trigger. PiPE Growth Hub turns a talent placement into a tracked development action: IDPs, PIPs, succession benching, and micro-coaching, each with its own approval and audit trail, feeding back into a real productivity record instead of a static spreadsheet.
- PIPs require two-party sign-off — HRBP and HR Director, independently — before a plan goes active.
- Micro-coaching alerts sit pending until a manager confirms them — never auto-actioned.
- Productivity attribution is a real field, not a placeholder — it stays unavailable until it's backed by an actual data source.
Compliance Mode
Compensation-linked appraisal data doesn't need to outlive the review cycle. Scope client data to a session, keep every gate decision auditable, and limit cascade visibility by role.
- Ephemeral session data clears automatically on exit.
- Line managers see their team only; cascade and budget stay executive-scoped.
Ephemeral, cleared on session exit
Current review cycle only
Executive brief, PDF, watermarked
0 days post-session (configurable)
Built for the parts of a review cycle nobody puts on the slide.
The engines get the attention, but a real review cycle runs on the details around them.
Full audit trail
Every gate decision, override, and calibration change is timestamped and attributed — nothing is a silent edit.
Role-scoped visibility
Managers see their team's scorecards. Only executive roles see cross-org cascade and multiplier budget.
Executive brief export
Generate a board-ready PDF — gate compliance, cascade alignment, and talent distribution in one document.
HRIS & payroll sync
Import scorecards and org structure once; push approved multipliers straight to payroll on cycle close.
Shared calibration workspace
Reviewers see the same live grid in a calibration session — no screen-sharing a spreadsheet.
Multi-site multiplier pools
Budget and cap bonus pools per site or business unit, with gate results rolling up to each pool independently.
What one review cycle looks like.
Figures from a representative industrial-manufacturing deployment, illustrative of scale rather than any single customer's results.
Sample data set for demonstration purposes only.