Use work metrics to ask better questions, not to make an employee judgment from incomplete data.
Illustrative idea, not a published runnable template. Grunt is prelaunch; live service is paused and live provider connections and outcomes remain unverified. The steps, providers, and outcomes below describe a concept.
For authorized work involving work-system activity measures, documented metric definitions, and aggregate team trends, prepare a limited, dated summary of agreed team measures for a manager and staff to interpret together. Work activity can reveal sensitive patterns and does not measure a person’s value or performance by itself. Give clear notice, use necessary and fair measures, aggregate where possible, allow context and correction, and prohibit unreviewed employment decisions based on metrics. Explain information use and retention, obtain required consent, respect source and reuse rights, verify important details, and keep external or consequential actions under human approval.
Actual availability depends on published steps, supported connections, permissions, and provider approval.
“Prepare work-system activity measures, documented metric definitions, and aggregate team trends from permitted information for a person to review before any external or consequential action.”
Clear tasks, with review where it matters.
- Confirm notice, consent, and fair purpose
- Check details with their source
- Treat summaries and scores as limited signals
What this workflow could do
Prepare a limited, dated summary of agreed team measures for a manager and staff to interpret together.
Work activity can reveal sensitive patterns and does not measure a person’s value or performance by itself. Give clear notice, use necessary and fair measures, aggregate where possible, allow context and correction, and prohibit unreviewed employment decisions based on metrics.
How the idea could work
Select an illustrative task to explore its proposed role. No workflow runs here.
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Explain how personal information is used and avoid unrelated or sensitive inferences.
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Verify identity, dates, context, and corrections before relying on a record.
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Do not turn an estimate or classification into a fact or judgment about a person.
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Require accountable human judgment and provide a route to correct inaccurate information.
Confirm notice, consent, and fair purpose
Explain how personal information is used and avoid unrelated or sensitive inferences.
Proposed setup considerations
These are planning notes for the concept, not instructions for a currently available template.
- 01
Explain collection, access, and retention
Provide clear notice and practical ways to correct, withdraw, or delete personal information.
- 02
Use relevant and fair criteria
Exclude sensitive traits and check for unfair effects on people.
- 03
Restrict individual-level information
Share identifying details only with designated reviewers and minimize exports.
- 04
Require qualified review for decisions
Keep health, education, hiring, pay, eligibility, and other consequential decisions with accountable people.
Published templates and verified customer availability remain pending.
A little less busywork.
A little more room for you.
Explore the sample experience while launch details are being finalized.
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