How Individual Competencies and Outcomes Are Scored
At OXO, your performance evaluation isn't just a matter of "pass" or "fail"—it's measured using a detailed scoring system that captures how consistently you demonstrate the behaviors and achieve the outcomes in your Role Scorecard.
This section will walk you through exactly how your scorecard is scored, how different sections are weighted, and how your final performance rating is determined. By the end, you'll understand the math behind your evaluation and how to aim for the highest possible score.
How Individual Competencies and Outcomes Are Scored
Each competency (Core, Level-Specific, and Role-Specific) and each Key Outcome in your scorecard is evaluated based on frequency—how often you demonstrate that behavior or achieve that outcome.
Here's the scoring scale:
| Frequency | Score | What It Means |
|---|---|---|
| Rarely | 1 | You demonstrate this behavior or achieve this outcome infrequently—less than 25% of the time |
| Sometimes | 2 | You demonstrate this occasionally—around 25-50% of the time |
| Usually | 3 | You demonstrate this most of the time—around 50-75% of the time |
| Mostly | 4 | You demonstrate this consistently—around 75-90% of the time |
| Always | 5 | You demonstrate this behavior or achieve this outcome virtually all the time—90-100% of the time |
Important: These scores are assigned to each individual item within each section of your scorecard. For example, if you have 6 Core Competencies, each one will receive its own score from 1 to 5. Then, these individual scores are weighted to give you a section score.
How Section Scores Are Weighted
Once you have a weighted score for each section of your scorecard (Key Outcomes, Core Competencies, Level-Specific Competencies, and Role-Specific Competencies), these scores are weighted to calculate your overall performance score.
Different sections carry different weights because they reflect different priorities in your role. Here's the typical weighting structure:
| Scorecard Section | Weight | Why This Weight? |
|---|---|---|
| Key Outcomes | 50% | Results matter most—your ability to deliver on the core objectives of your role |
| Core Competencies | 10% | Foundational behaviors that everyone at OXO should demonstrate |
| Level-Specific Competencies | 20% | Leadership and maturity behaviors appropriate to your seniority |
| Role-Specific Competencies | 20% | Technical and functional skills unique to your job |
Note: The exact weights may vary slightly depending on your role and level, but this is the standard structure used across most positions at OXO.