How the Scorecard Components Work Together

Now that you understand each section, let's see how they all fit together to form a complete picture of your performance:

• Mission: Defines why your role exists and what it's meant to accomplish
• Key Outcomes: Define the specific results you're expected to deliver
• Core Competencies: Define how everyone at OXO should work and behave
• Level-Specific Competencies: Define the behaviors and capabilities expected at your seniority level
• Role-Specific Competencies: Define the technical skills and knowledge needed for your particular job

Together, these five components create a comprehensive, 360-degree view of your performance. You're not just evaluated on results—you're evaluated on how you achieve them, how you work with others, and how you embody OXO's values.

How Your Scorecard Is Used Throughout the Year

Your Role Scorecard isn't just pulled out once a year during your performance review. It's an active tool used continuously:

• Pre-Employment and Probation
• During regular check-ins quarterly: You discuss progress on Key Outcomes and competencies, address challenges, and adjust priorities as needed
• Annual performance evaluation: Your final performance rating is based on how well you delivered against your scorecard

The scorecard removes ambiguity and ensures that you're never surprised by your performance evaluation. If you're regularly discussing it with your manager, you'll always know where you stand.