The performance audit.png
access link pr.png
Performance audit report.png
The performance audit.png
access link pr.png
Performance audit report.png

The Performance Audit

$120.00

Before you address a performance problem, find out whether the employee was set up to succeed and whether your documentation shows it. Answer a short set of multiple-choice questions about the role, the expectations, the feedback given and what has been documented. You’ll get a written report showing your risk level, the gaps to close, and the steps to take before you act.

What you will get:

  • Your risk level: High, Medium or Low

  • The specific gaps in expectations, feedback and documentation

  • 3 to 5 steps to take before you address performance

  • What to avoid, and when to bring in HR or legal counsel

  • Reviewed by an HR Professional before it’s sent to you

Before you address a performance problem, find out whether the employee was set up to succeed and whether your documentation shows it. Answer a short set of multiple-choice questions about the role, the expectations, the feedback given and what has been documented. You’ll get a written report showing your risk level, the gaps to close, and the steps to take before you act.

What you will get:

  • Your risk level: High, Medium or Low

  • The specific gaps in expectations, feedback and documentation

  • 3 to 5 steps to take before you address performance

  • What to avoid, and when to bring in HR or legal counsel

  • Reviewed by an HR Professional before it’s sent to you

What it does

Through a short, structured set of questions, the Performance Audit evaluates how your business sets expectations, measures performance, documents concerns, and supports improvement. It identifies gaps that can lead to inconsistent management, employee confusion, or difficult decisions without a clear record to support them.

What the tool evaluates

The Performance Audit uses AI to assess key areas that affect the clarity, consistency, and effectiveness of your performance management practices, including:

  • Role expectations and performance standards

  • Measurable goals and success criteria

  • Feedback quality and frequency

  • Performance review structure and consistency

  • Documentation of concerns and prior conversations

  • Manager accountability and follow-through

  • Employee access to training, resources, and support

  • Consistency in addressing similar performance issues

  • Alignment between performance concerns and corrective action

How it works

Based on your responses, you will receive a Performance Audit Assessment by email highlighting potential gaps, inconsistencies, and areas of concern. The report flags where clearer expectations, stronger documentation, manager support, or process improvements may be needed.

The goal is to help you understand whether your performance management practices give employees a fair opportunity to succeed—and give leaders a sound foundation for decisions when performance falls short.

This tool is especially useful when:

  • Performance expectations vary by manager or team

  • Reviews happen, but meaningful feedback or follow-through does not

  • Concerns have been discussed without consistent documentation

  • Employees are surprised by negative feedback or corrective action

  • Managers struggle to distinguish performance problems from unclear expectations or insufficient support

  • Your business has grown beyond informal performance conversations

The Performance Audit provides insight and risk awareness, not legal advice. Its assessment is based on the information you provide. Final decisions always remain with the employer.

Why HRIS does not do this

Your HRIS can record a rating, schedule a review, and store a performance improvement plan. That does not tell you whether expectations were clear, feedback was useful, or the documentation supports the decision.

The Performance Audit examines the practices behind those records.