360 review
A review that collects feedback about one employee from their manager, peers, direct reports and other colleagues, alongside their own self-assessment.
Read the definitionHR & performance glossary
The terms, defined plainly.
Plain-English definitions of the performance management and talent terms that come up when you review a process or evaluate software — what each one means, how it works in practice, a worked example and the mistakes to avoid.
9-box grid
A three-by-three matrix that places each employee by current performance on one axis and potential on the other, used in talent reviews and succession planning.
Read the definitionCalibration session
A meeting in which managers review and adjust the performance ratings they have proposed so the same standard applies across teams before ratings are final.
Read the definitionCompetency framework
A structured description of the skills, knowledge and behaviours an organisation expects in its roles, broken into proficiency levels described through observable behaviour.
Read the definitionContinuous feedback
The practice of giving coaching and recognition close to the moment the work happens, instead of saving it for a mid-year or annual review.
Read the definitionIndividual development plan (IDP)
A plan agreed between an employee and their manager setting out which capabilities to develop, the actions that will build them and how progress will be judged.
Read the definitionOKR vs KPI
An OKR sets a time-bound objective with measurable key results to change something, usually within a quarter. A KPI is an ongoing measure of how a role, team or process is performing. Use OKRs to improve a result and KPIs to keep core work healthy.
Read the definitionPerformance appraisal
A formal, recorded assessment of an employee’s performance over a set period against agreed goals and standards, usually ending in a rating, a conversation and a signed record.
Read the definitionPerformance improvement plan (PIP)
A formal, time-bound plan that sets out where an employee is falling short, what good performance looks like, the support on offer and when progress will be reviewed.
Read the definitionPerformance rating scale
The set of levels, labels and definitions an organisation uses to rate employee performance, so that every manager records their judgement against the same standard.
Read the definitionSkills matrix
A grid of people against the skills or competencies their work requires, showing the level each person has reached and where a team has gaps.
Read the definitionSMART goals
Goals written to meet five criteria — specific, measurable, achievable, relevant and time-bound — so everyone can tell what will change, how it will be measured and by when.
Read the definitionSuccession planning
The process of identifying critical roles, naming the people who could step into them and developing those people so they are ready when a vacancy arises.
Read the definitionTalent review
A meeting in which leaders discuss the people in their part of the organisation as a group — performance, potential and readiness — to plan development and succession.
Read the definition
Reference list
Core competencies list, with behavioural examples
The competency framework and skills matrix entries explain the structure. The core competencies list fills it in: leadership, communication, problem-solving, adaptability, customer focus and technical competencies, each defined in a sentence with behavioural indicators at four proficiency levels.
Browse the core competencies listFrom definition to practice
See how these fit together in one platform
Goals, competencies, 360° feedback, calibration, development plans and succession share one record in CLEAR Talent. The solutions overview shows each of them.