Alignment Scoring Model

Alignment is a structural metric, not a relationship metric.
Use a 0–3 scale for each dimension.

0: Not present / severely misaligned
1: Weak / inconsistent
2: Mostly aligned with minor gaps
3: Strong, clear, and stable

1. Expectations Alignment#

• Leadership ↔ Manager: 0–3
• Manager ↔ Staff: 0–3
• Staff ↔ Role definition: 0–3

2. Support Alignment#

• Tools available vs required: 0–3
• Time available vs workload: 0–3
• Training vs role complexity: 0–3
• Clarity of priorities: 0–3

3. Signal Handling#

• Manager interpretation of staff signals: 0–3
• HR interpretation of manager/staff signals: 0–3
• Ability to separate signal from noise: 0–3

4. Structural Responsiveness#

• Speed of structural adjustments: 0–3
• Willingness to change process, not just people: 0–3
• Leadership follow-through on structural fixes: 0–3

5. Coherence Score (Total)#

Add all values.

0–12: Critical misalignment
13–20: Fragile alignment
21–28: Functional alignment
29+: Strong alignment

Output Block (for reviews)#

• Total score:
• Category:
• Key misalignment drivers:
• Recommended structural adjustments:

Summary#

Alignment scoring transforms performance reviews from personal judgments into structural diagnostics.