Scale360_Staff_Performance_Toolkit.xlsx

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3	Staff Performance Diagnostic Toolkit
4	Rate each statement 1–5. Priority output calculates automatically.
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8	SCORING GUIDE
9	1	Doesn't exist in our business
10	2	Exists informally / inconsistently
11	3	Partially in place — used sometimes
12	4	Mostly in place — used consistently
13	5	Fully documented, consistently followed, producing results
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15	Diagnostic Statement	Your Score (1–5)	Weighted Priority	Action Status
16	CAUSE 1 — Documented Standards
17	We have a written Job Completion Standard for our most common job types.		—	Not Started
18	New staff are given a written quality standard on their first day.		—	Not Started
19	Our quality standard is specific enough that two different staff members would produce identical output.		—	Not Started
20	We have a photo or visual example of what a completed job should look like.		—	Not Started
21	We have a documented checklist for the pre-job preparation process.		—	Not Started
22	Documented Standards — Score	—	—
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24	CAUSE 2 — Onboarding Process
25	New staff follow a structured 30/60/90 day onboarding programme.		—	Not Started
26	We have a written onboarding checklist that every new hire completes.		—	Not Started
27	New staff are not sent to work unsupervised until they have met defined competency milestones.		—	Not Started
28	We conduct a formal performance review at the 30-day and 90-day mark for new staff.		—	Not Started
29	Our onboarding process produces consistent results regardless of who delivers it.		—	Not Started
30	Onboarding Process — Score	—	—
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32	CAUSE 3 — Feedback Systems
33	We hold a structured weekly team check-in (not just ad-hoc communication).		—	Not Started
34	We conduct monthly individual 1:1s with each team member.		—	Not Started
35	Corrective feedback is delivered using a structured format (e.g. Situation, Behaviour, Impact).		—	Not Started
36	Positive performance is acknowledged specifically and promptly — not just at review time.		—	Not Started
37	Staff can predict when and how they will receive feedback — it is not random.		—	Not Started
38	Feedback Systems — Score	—	—
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40	CAUSE 4 — Performance Visibility
41	Every team member knows their key performance metrics and sees them weekly.		—	Not Started
42	We track job-level quality data (e.g. callback rate, client satisfaction score).		—	Not Started
43	Performance data is shared with the individual it measures — not just with management.		—	Not Started
44	Our team metrics are reviewed in team meetings — not just in private.		—	Not Started
45	Staff can see how their performance compares to the team standard.		—	Not Started
46	Performance Visibility — Score	—	—
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48	CAUSE 5 — Role Clarity
49	Every team member has a written Role Charter defining their responsibilities.		—	Not Started
50	Role boundaries are clear — staff know what decisions they can make independently.		—	Not Started
51	There is no ambiguity about who is responsible for which tasks in our business.		—	Not Started
52	When a task falls through the cracks, we can identify which role owns it.		—	Not Started
53	New staff receive their Role Charter on or before day one.		—	Not Started
54	Role Clarity — Score	—	—
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56	CAUSE 6 — Delegation & Owner Bottleneck
57	We have a written Decision Authority Matrix defining what each role can decide.		—	Not Started
58	Staff bring me proposed solutions, not just problems.		—	Not Started
59	I can be absent from the business for a week without operational issues.		—	Not Started
60	I consistently redirect questions back to staff rather than providing the answer.		—	Not Started
61	The business's day-to-day decisions do not depend on my constant availability.		—	Not Started
62	Delegation & Owner Bottleneck — Score	—	—
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64	OVERALL AVERAGE SCORE	Enter scores above	—
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66	Priority guide: 🔴 High = fix first (score 1–2) \| 🟡 Medium = fix next (score 3) \| 🟢 Low = maintain (score 4–5)
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