Performance plans built on evidence, not paperwork.
Give people a clear, fair path back to the expected standard, with specific expectations, agreed commitments and evidence of progress along the way.
Jordan Lee · improvement plan
Week 3 of 6
- Demonstrated
Hit weekly activity standard
3 weeks in a row
- Developing
Qualify opportunities accurately
With support · 2 pieces of evidence
- In review
Run discovery independently
Recorded call awaiting review
- Gap
Forecast within expected accuracy
Not yet shown
A clear, fair path back to standard
Specific expectations, not vague feedback
Define exactly which responsibilities need to reach the expected standard, and what evidence will show they have.
Six-week improvement pathway
Agree expectations
Manager and employee sign off together
Weeks 1–2: Activity and pipeline
Weekly evidence reviewed
- 3
Weeks 3–4: Discovery quality
Recorded calls, manager review
- 4
Weeks 5–6: Independent deals
Forecast accuracy check
Commitments on both sides
Employees and managers agree commitments in each 1:1, so support is as visible as expectations.
Explore manager intelligenceThis week’s commitments
- In review
Jordan: two recorded discovery calls
Due Thu
- Demonstrated
Manager: review calls within 48 hours
Done
- Developing
Manager: pair on one live deal
Scheduled Fri
Progress you can see
Track readiness against the standard week by week, so everyone knows whether the plan is working.
Explore execution readinessPlan progress · week 3
2 of 4
Responsibilities at standard
+18 pts
Readiness since plan start
100%
Manager commitments kept
On track
Against plan timeline
A consistent, documented record
Every expectation, commitment and piece of evidence is recorded in one place, so plans are applied consistently across managers.
Active improvement plans
Progress to standard
One system, every view
Built for everyone who owns the outcome.
Consistency across managers
See active plans, how they’re progressing, and whether they’re applied the same way everywhere.
Frequently asked questions
Does RampRight decide the outcome of a performance plan?
No. People make those decisions. RampRight gives managers, employees and HR shared expectations, agreed commitments and the evidence of progress to base them on.
What does “execution readiness” mean?
The demonstrated ability to perform the critical responsibilities of a role, at the expected standard, with the appropriate level of independence. It’s based on evidence, not on how much content someone has completed.
How do we get started?
Most teams start with Planbuilder, which drafts a role-specific pathway in minutes from a job description or your existing materials. You refine it, assign it, and readiness data starts flowing as people work through it.
More solutions
Know whether your organization is ready to execute.
See readiness. Understand risk. Know where to act.
RampRight is actively working toward SOC 2 Type II certification. Our security controls are designed to align with SOC 2 trust principles, and we follow best practices for data protection, access control, and system monitoring.