Why the score may be lower

What to do next

What good looks like

This list shows where a leader may need to step in. A manager appears if a review target is overdue or due soon, scores have fallen across comparable reviews, or the same low-scoring skill keeps coming up.

Review overdue

The previous finished month has fewer valid reviewed meetings than required. Reviews count by meeting date, so submitting a valid review later can close that gap. New starters are eligible from their first full calendar month; unknown start dates do not create retrospective overdue flags.

Review due soon

The current month’s target remains unmet in its final seven days. The deadline is month-end UTC. Earlier in the month, an unfinished target is shown as due, not overdue.

Declining execution

Their overall execution score has fallen by at least 0.5 points across the latest comparable review window.

Repeated low priority focus

The same priority focus appears in at least two of their latest three valid original reviews, and its current score is below 7.5.

A strong manager can still have a development opportunity without appearing on this list.

This card points to the skill with the lowest team average. Each reviewed manager counts once, even if one manager has submitted more reviews. A skill the meeting did not test is left out.

Latest valid review

The calculation uses each manager’s latest valid original review, excluding reanalyses.

Equal manager weighting

Every reviewed manager contributes one observed capability score, so managers with more reviews do not carry more weight. Skills marked Not tested are excluded from capability averages.

Lowest team average

The capability with the lowest average across those manager reviews is shown as the team development opportunity.

Needs attention is calculated separately: previous-month overdue reviews, current-month reviews due soon, declining execution, or a repeated priority focus currently scoring below 7.5.