ProsperEdge ALIGN™ + TRANSFORM™
Impact ALIGN™
Where strategy becomes performance.
“Clarity. Cadence. Accountability.”
ProsperEdge Impact ALIGN™ · System Design Philosophy
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.
Supervisors have performance conversations once a year, in a review, after the outcome is already determined. The conversation is too late to change anything.
Behavioural expectations exist in values statements on the wall. They are never written into a target, never rated, and never taken seriously in a performance review.
When performance falls, organisations reach for a Performance Improvement Plan — 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
Regulatory, policy, legal, and organisational risk obligations specific to the role — mandatory, non-negotiable, and tracked separately from performance scoring.
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 Issue Track
As needed — triggered by performance flags or HR identification
Root cause first. Intervention second.
Activated when check-in data or supervisor assessment identifies performance falling consistently below agreed targets. Root cause is classified before any plan is designed — four categories: Capability Gap (routes to Growth Engine™ Remedial Track), Wellbeing (routes to Wellbeing Hub™ + temporary target adjustment), Role Misalignment (routes to internal mobility assessment), Clarity Gap (routes to supervisor conversation and target re-clarification). A Performance Support Plan is designed, presented to the employee with PE present, and reviewed at 60–90 days. This is a structured support process, not a disciplinary system.
Key Outputs
Root Cause Classification — primary and secondary cause
Performance Support Plan — specific to the identified cause
Manager Guidance Brief — what the manager must do, and must not do
60–90 Day Review — three defined outcomes
Outcome Documentation — HR record, ecosystem 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 Issue Support
For: HR, Supervisors
Structured support pathway when performance falls below agreed standards — root cause triage, support plan design, manager guidance, HR documentation, and outcome tracking. Not a disciplinary system.
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.
The Performance Issue Track is not a disciplinary system.
When performance falls below agreed standards, Impact ALIGN™ opens a structured support process — not a disciplinary process. Root cause is classified before any intervention is designed. Employees are told plainly what the process is and what it means. The organisation makes a real investment in the employee's success before it escalates. Only where the 60–90 day review finds no progress despite genuine support does HR move to formal IR. The sequence matters — support comes first.
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.