Your overall performance score is typically calculated using a weighted formula that combines:

• Key Outcomes: Usually the largest portion of your score (50%)
• Core Competencies: A meaningful portion (10%)
• Level-Specific Competencies: Another portion (20%)
• Role-Specific Competencies: The remaining portion (20%)

The exact weighting may vary depending on your role and level, but the principle is the same: your score reflects both what you achieve and how you achieve it.

Deductions for absenteeism or reprimands are applied to this total score, as discussed earlier in this course.

Tips for Succeeding with Your Role Scorecard

Here's how to make the most of your Role Scorecard and set yourself up for success:

• Read it thoroughly: Don't just skim—understand every outcome and competency
• Ask questions: If anything is unclear, ask your manager to explain or provide examples
• Keep it visible: Reference it regularly—don't let it sit in a drawer
• Track your progress: Keep notes on achievements, challenges, and feedback throughout the year
• Be proactive: Don't wait for your manager to bring up your scorecard—initiate conversations about it
• Own your development: Identify areas where you need to grow and seek out opportunities to improve
• Celebrate wins: Acknowledge when you achieve a key outcome or demonstrate a competency well
• Stay aligned: Regularly ask yourself: Is what I'm working on right now contributing to my scorecard?
• Use it in reviews: Bring your scorecard to performance conversations with evidence of your achievements

What If Your Scorecard Needs to Change?

Sometimes, business priorities shift, roles evolve, or circumstances change in ways that make your original scorecard less relevant. That's okay—scorecards can be updated.

If you believe your scorecard no longer accurately reflects your role or responsibilities:

• Discuss it with your manager as soon as possible
• Provide specific examples of how your role has changed
• Work together to propose updates to outcomes or competencies
• Ensure any changes are documented and agreed upon

Changes to scorecards are typically reviewed and approved by HR to ensure consistency and fairness across the organization.

The Bottom Line on Role Scorecards

Your Role Scorecard is one of the most valuable tools OXO provides to help you succeed. It's designed to:

• Give you clarity on what's expected
• Provide focus for your daily work
• Ensure fairness in how you're evaluated
• Support your growth and development
• Connect your work to OXO's mission and success

When you understand your scorecard and use it actively, you're no longer guessing about what success looks like—you have a clear, measurable roadmap. You know where to focus your energy, what skills to develop, and how to demonstrate your value.

Most importantly, your scorecard ensures that performance evaluations are transparent, objective, and fair. You're evaluated against clear standards, not subjective opinions. That's good for you, good for your manager, and good for OXO.

Questions About Your Role Scorecard?

If you have questions about any component of your Role Scorecard, don't hesitate to reach out:

• Your manager is your first point of contact—they can explain your scorecard in detail and discuss how to excel in each area
• The HR team can provide guidance on how scorecards are structured and how they're used in performance management
• Your peers may have insights or tips based on their own experiences with their scorecards

Remember: Your Role Scorecard is not a test designed to trip you up—it's a tool designed to help you succeed. Use it, refer to it, and let it guide your performance throughout the year. When you do, you'll be well on your way to a strong performance evaluation and a rewarding career at OXO.