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Talent Review

Talent Review is the assessment layer that combines your existing performance data - vimiClass grades, vimiGoal completion, vimiCheckIn attendance, and vimiReview scores - into a single view of who is genuinely an A-, B-, or C-player over time.

Module status: Talent Review is in active development. The framing and inputs below are stable; specifics around the scoring algorithm, exact UI, and admin settings are pending and will be filled in as the module ships. Where details are unconfirmed, this guide says so explicitly.

What is it?​

Talent Review answers the question every SME boss eventually asks: "who do I actually need to retain, and who's been coasting?"

Most performance decisions inside small businesses get made on memory and gut. A staff member is "good" because they were good last week, or "weak" because they had a bad day in front of the boss. Talent Review replaces that with multi-month evidence already sitting in your vimigo modules.

It's not a new data source. It's a synthesis layer. It pulls:

  • vimiClass grades - the monthly A/B/C/D rating per role
  • vimiGoal completion - how often the person hits their targets
  • vimiCheckIn attendance - punctuality and presence
  • vimiReview scores - customer or peer ratings

…and presents them as a per-employee record that HR and senior managers use for promotion, training, and separation decisions.

The output is intended to be a "talent grade" or scorecard per employee that's stable across at least three months. Talent Review is for HR and senior management - not the daily layer staff interact with.

Quick Start​

Note: the Quick Start steps below describe the intended end-state of the module. The exact menu paths and UI labels are pending the module's full release. Until then, the same outcome can be approximated by combining the existing module reports manually.

  1. Make sure the data feeds exist. At minimum, your company should have vimiClass turned on and producing monthly grades. vimiGoal running monthly cycles is strongly recommended. vimiCheckIn and vimiReview are optional but improve the signal.
  2. Wait for at least three months of grade history to accumulate. A single month's grade is too noisy for a retention decision.
  3. Open the Talent Review view (location pending - work with your VSP contact for the current path).
  4. Pick a department or the whole company and review the records. Look for trends: someone Class A for three months running is a real A-player; someone who spiked once is not.
  5. Use the output to inform your next promotion, training, or separation conversation.

After this, you have a fact-based view of your team's performance trajectory rather than a feelings-based one.

For Admins (Employer / HR / Manager)​

How to use Talent Review for a retention conversation​

Scenario: You suspect Wei (Sales) is your strongest performer but you've never confirmed it with data. You're considering promoting him.

  1. Open Wei's Talent Review record.
  2. Look at his last three months of vimiClass grades. Pattern to watch for: consistent Class A, not a single spike.
  3. Cross-check with vimiGoal completion - has he hit his monthly targets?
  4. If vimiReview is on, check his customer-rating average over the same window.
  5. If all three signals point the same way, the data backs the promotion. If only one does, dig deeper before deciding.

How to use Talent Review for a difficult conversation​

Scenario: Faizal has been Class C or D for several months. You need to have a performance conversation backed by evidence rather than feelings.

  1. Open Faizal's Talent Review record.
  2. Note the duration. "You've been Class C for six months running" is a different conversation from "you had one bad month".
  3. Look at the underlying inputs. Is the issue goal completion (he's not hitting targets), attendance (he's frequently late), customer ratings (low CSAT), or class grade (he's underperforming relative to peers in his role)?
  4. Have the conversation with the specific signal in front of you. Offer training where the data suggests training will help; offer separation where the data shows a sustained gap with no upward trend.

How to spot rising talent​

Scenario: You want to find the staff who are improving fastest, not just the ones already at the top.

  1. Open the Talent Review view filtered by department.
  2. Look for trajectory, not absolute level. Someone who went C → C → B → B over four months is a stronger long-term bet than someone who has been B → B → B → B.
  3. Pair the data with a conversation. Ask Aisha what changed; if she's investing in herself, your job is to keep that going - more diamonds, a vimiBadge, a roadmap point.

Settings (specifics pending)​

Module under development. The settings below describe the intended configuration surface. Exact menu paths, default values, and which settings are admin-configurable versus fixed are pending the module's full release. Confirm with your VSP contact before relying on any specific setting.

SettingWhat it doesDefaultWhere
Talent Review moduleMaster switchPendingCompany module settings
Lookback windowHow many months of history feed each recordPending (likely 3 months minimum)Talent Review settings
Input weightsHow much each input (vimiClass, vimiGoal, vimiCheckIn, vimiReview) contributesPendingTalent Review settings
Access controlWho can see Talent Review recordsPending (typically HR and senior managers only)Roles & Permissions

For Employees​

Talent Review is not an employee-facing module. Staff don't open Talent Review themselves. The underlying signals are visible to staff in their respective modules:

If your manager references "your talent review", they're talking about the synthesised view of those signals over several months - not a separate score they've assigned outside of the system.

Settings & Configuration​

Specifics pending - module under development. See the table in For Admins above.

FAQ​

Q: Is Talent Review a separate score, or just a view of existing data?

A: It's a synthesis layer over existing data. The underlying signals (vimiClass grade, vimiGoal completion, etc.) are the same numbers your staff already see. Talent Review puts them next to each other and across time.

Q: Why three months minimum?

A: A single month's grade is too noisy. Someone has a bad month because of personal circumstances, a market dip, a temporary team change. Three months smooths the noise out and shows whether the pattern is real.

Q: Can staff see their own Talent Review record?

A: Specifics pending - the access model is being finalised. The expectation is that Talent Review is HR and senior-management facing, with the underlying inputs visible to staff in their respective modules.

Q: We don't have all four input modules turned on. Does Talent Review still work?

A: It works with whatever signals you have. The minimum useful input is vimiClass. Adding vimiGoal, vimiCheckIn, and vimiReview improves the picture but isn't required.

Q: Does Talent Review automate any decision (promote, fire, etc.)?

A: No. Talent Review surfaces evidence; humans make the decision. The module deliberately stops at "here's the data" because retention and separation decisions need context the system doesn't have - personal circumstances, market conditions, team dynamics.

Q: When will Talent Review be fully released?

A: Specifics pending. Ask your VSP contact for the current rollout status.