ProsperEdge ALIGN™ + TRANSFORM™
Impact ALIGN™
Where strategy becomes performance.
“Making culture operational, not aspirational.”
ProsperEdge Impact ALIGN™ · Fuelled by Appreciative Inquiry
Why most performance management fails
Performance management is the most consequential people system in any organisation. It is also the one that organisations consistently run badly.
Performance targets are set in isolation, disconnected from organisational strategy. Employees meet their targets and the organisation still fails to execute its plan.
Culture stays aspirational. Values are posted on the wall. They are never written into a target, never rated, and never taken seriously in a performance review.
Supervisors have performance conversations once a year, in a review, after the outcome is already determined. The conversation is too late to change anything.
High performers leave because the system does not differentiate, recognise, or invest in them. Exceptional performance receives the same response as average performance.
When performance falls, organisations reach for a PIP, before anyone has asked whether the cause is capability, wellness, role fit, or confusion about what was expected.
HR has no real intelligence about organisational performance. Annual review data is siloed by manager and never aggregated into something the board can actually use.
Five types of performance targets, per employee
Impact ALIGN™ does not produce a generic set of KPIs. It produces a structured, five-dimensional target set that covers what an employee must deliver, how they must behave, what they must develop, and what they must never compromise.
Strategic Targets
The employee's direct contribution to the organisation's strategic objectives — connected by line of sight from the board to the role.
Operational Targets
Day-to-day performance standards: output quality, throughput, service levels, accuracy, and efficiency metrics specific to the role.
Behavioural Targets
via DIAGNOSTICS™
How the employee performs — the values-aligned behaviours defined through DIAGNOSTICS™ and embedded as rated dimensions in every Impact ALIGN™ review cycle.
Development Targets
via Growth Engine™
Capability growth goals for the review period — sourced from Growth Engine™ Individual Development Plans and agreed with the supervisor. Completion tracked through Growth Engine™.
Compliance & Risk Targets
via Policy Vault™
Regulatory, policy, legal, and organisational risk obligations specific to the role — mandatory, non-negotiable, and tracked separately from performance scoring. Where Policy Vault™ is active for the organisation, Compliance & Risk targets are pre-populated from the Policy Vault™ compliance profile for the role's jurisdiction and function, eliminating manual HR setup and ensuring targets reflect actual legislative exposure.
Default weighting: Strategic 25% · Operational 30% · Behavioural 25% · Development 15% · Compliance/Risk pass/fail (failure on any mandatory compliance target triggers an immediate HR notification regardless of overall score)
Three tracks. One system.
Impact ALIGN™ is structured across three tracks that together cover the full performance management lifecycle, from annual setup through continuous management to structured support when performance falls below standard.
Strategy Cascade Track
Annual: at the start of each performance year (4 weeks)
From boardroom to every role: no gap.
Organisational strategy is uploaded or facilitated in a 2–3 hour Strategy Intake Session. It is structured into 3–7 Strategic Pillars, approved by the executive team, cascaded through unit objectives, mapped to roles, and translated into five-type target sets, reviewed by supervisors and formally agreed by employees. The cascade produces a target for every employee that can be traced in a direct line back to the organisation's strategic intent.
Key Outputs
Strategic Pillars and Key Results: executive approved
Unit Objectives: 2–4 per unit, written in measurable language
Role-to-Unit mapping: which roles are accountable for which results
Five-type target sets per employee: AI-assisted, supervisor-reviewed
Employee Agreement: digital sign-off that opens the performance cycle
Performance Cycle Track
Continuous: monthly check-ins, quarterly reviews, annual close
Consistency, cadence, and real data.
Monthly performance check-ins between supervisors and employees, with structured agendas and self-assessment submitted in advance. Bi-weekly automated pulses capture wellbeing signals, support requests, and self-rated performance between check-ins. Quarterly mid-point reviews track trajectory against each target type. Annual formal reviews include calibration; supervisors must defend outlier ratings with specific behavioural evidence. Every record is stored, visible to HR, and aggregated into quarterly organisational intelligence reports.
Key Outputs
Monthly check-in records: structured agenda, stored in platform
Bi-weekly performance pulse: 5-item self-assessment including wellbeing signal
Quarterly mid-point review with trajectory ratings
Annual formal review with calibration audit trail
Quarterly Organisational Performance Report: board-ready
Performance Realignment Track
As needed: triggered by performance flags or HR identification
Strength-based support. Root cause first.
Activated when check-in data or supervisor assessment identifies performance falling consistently below agreed targets. Grounded in Appreciative Inquiry: the process begins from a discovery question, not a deficit diagnosis. Root cause is classified before any plan is designed: Capability Gap (Growth Engine™ Remedial Track), Wellbeing (Wellbeing Hub™ + target adjustment), Role Misalignment (internal mobility review), or Clarity Gap (supervisor coaching + target re-clarification). A strength-based Performance Realignment Plan is designed, presented to the employee with PE present, and reviewed at 60–90 days. Not a disciplinary system.
Key Outputs
Root Cause Classification: primary and secondary cause
Performance Realignment Plan: strength-based, specific to cause
Manager Guidance Brief: what the manager must do, and must not do
60–90 Day Realignment Review: three defined outcomes
Outcome Documentation: HR record, ecosystem and routing update
Six SaaS modules: one integrated platform
Impact ALIGN™ is delivered as a SaaS platform structured across six modules, each serving a specific audience within the performance management system.
Module 1: Strategy-to-Role Alignment Builder
For: HR, Executives
Captures the organisation's strategy and cascades it through units to roles — ensuring every employee's targets are directly connected to what the organisation is trying to achieve.
Module 2: Performance Target Generator
For: HR, Supervisors
AI-assisted generation of five-type target sets for each role, calibrated against JobEQ AI™ role grade and unit objectives. Supervisors review and adjust before employee presentation.
Module 3: Supervisor Coaching Suite
For: Supervisors
Structured tools for supervisors: check-in agenda templates, coaching conversation guides, real-time performance notes, and early intervention prompts when check-in scores decline.
Module 4: Employee Performance Support Centre
For: Employees
Self-service employee hub: target dashboard, check-in history, development plan progress, support request mechanism, and access to Growth Engine™ learning resources.
Module 5: Performance Feedback Cadence
For: Supervisors, Employees
Structured rhythm of check-ins at monthly, quarterly, and annual intervals — automated scheduling, agenda prompts, and progress tracking. Cadence is the product's primary retention and performance driver.
Module 6: Performance Realignment Support
For: HR, Supervisors
Structured realignment pathway when performance falls below agreed standards — root cause triage, strength-based realignment plan design, manager guidance, HR documentation, and outcome tracking. Not a disciplinary system. Grounded in Appreciative Inquiry principles.
What Impact ALIGN™ means for each audience
Executives & Boards
Strategy that cannot be traced from the boardroom to every role in the organisation is strategy that will not be executed. Impact ALIGN™ closes the gap between intent and delivery.
HR Leaders & Directors
Performance management is an intelligence system, not a compliance exercise. Impact ALIGN™ gives HR the data to intervene early, the structure to be consistent, and the confidence that every performance conversation is grounded in something real.
Supervisors & Managers
Your job is not to rate people. It is to help them perform. Impact ALIGN™ gives you the structure to have the conversations that matter — before performance becomes a problem, not after.
Employees
You will always know exactly what is expected of you, how you are doing against it, and what support is available if you are struggling. No surprises. No ambiguity. Just clarity.
Automatic development routing: every employee, every review.
The composite weighted rating across all five target types automatically routes every employee to the right Growth Engine™ track. No manual referral. No delay.
Ratings 1–2 · 1st–40th percentile
Growth Engine™ Remedial Track
Structured upskilling with specific milestones. Root cause classified first. Supervisor coaching cadence increased. Reviewed at next quarterly mid-point.
Ratings 3–4 · 41st–80th percentile
Growth Engine™ Career Growth Track
IDP active and reviewed each cycle. Career pathway conversation at annual review. Stretch assignments for Rating 4. ASCEND eligibility assessed at calibration.
Rating 5 · 81st–100th percentile
ASCEND
Succession pipeline entry. Executive mentorship. Special project assignments. Leadership development investment. Succession Lens™ leadership readiness review. Formal executive recognition.
Fuelled by Appreciative Inquiry
Every facilitated interaction in Impact ALIGN™, from Strategy Intake to check-ins to Performance Realignment, is grounded in the 4-D Appreciative Inquiry cycle: Discover (what is working?), Dream (what could we become?), Design (what structures enable it?), Deliver (how do we sustain it?). Culture is made operational, not aspirational, by embedding this orientation into every conversation the system facilitates.
Powered by DIAGNOSTICS™
Behavioural targets come from your culture anchors, not generic competency frameworks.
The Behavioural Target layer in every Impact ALIGN™ target set is sourced directly from the organisation's DIAGNOSTICS™ culture framework: the values-aligned behaviours defined through the OHI process, embedded as rated dimensions in every performance cycle.
Strategy without execution is a plan.
Execution requires Impact ALIGN™.
A 30-minute discovery call is enough for a ProsperEdge consultant to show you what a strategy cascade looks like for your organisation, and what it costs to run performance management without one.