1

HRIS & Systems Quality

Accuracy, reliability, and usability of HR systems.

Exceeds

HRIS is the trusted source of truth for all people data. System improvements are proactive, not reactive.

Meets

HRIS is accurate and maintained. Issues are resolved.

Below

HRIS data is distrusted. Systems are poorly maintained.

Example review phrases

  • "Finance stopped requesting manual headcount exports—they use the HRIS directly. That's the data quality standard."
2

Employee Experience Programs

Quality and impact of onboarding, offboarding, and employee lifecycle programs.

Exceeds

Programs receive high satisfaction scores and have measurable impact on retention or engagement.

Meets

Programs run smoothly. Employee satisfaction is adequate.

Below

Programs are inconsistent. Employee feedback is negative.

Example review phrases

  • "New hire 30-day survey scores improved from 74% to 91% after they redesigned onboarding—fastest improvement in company history."
3

People Analytics

Quality and business impact of people analytics and reporting.

Exceeds

People data drives decisions. Analytics proactively surface attrition risk, compensation gaps, and engagement trends.

Meets

Regular people reporting exists. Data is accurate.

Below

People reporting is manual and inconsistent. Data quality is questioned.

Example review phrases

  • "The retention risk model they built identified 7 flight risks 2 months ahead of any departures—managers were able to intervene."
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Where do these examples come from in real reviews?

Most managers write performance reviews from memory—limited to what they personally observed. Confirm surfaces behavioral evidence from across the organization: who relied on this person, what they drove, how their impact extended beyond their direct manager's line of sight. Reviews written with Confirm's data are more accurate, more defensible, and faster to write.

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