Monthly KPI Review
Scope
The standard Blinto Team Performance Framework currently applies to 14 active employees.
The following workspace members are excluded from the standard monthly employee KPI review:
- Shemanto — Consultant
- Sayeed — Consultant
- Swapnil — Consultant
- Adnan — Contractor
- Mosharrof — Intern
Consultants, contractors, and interns may use separate engagement or development reviews when required.
Official review cycle
The first formal counted performance cycle begins in October 2026.
For the first 2027 career-level baseline assessment, the evidence window is:
- October 2026
- November 2026
- December 1–10, 2026: supporting evidence for career assessment only
Complete assessment, calibration, compensation review, and employee discussions on December 11–15. The full December monthly KPI review remains due after month-end and is not included in the December 16 baseline decision score.
September activity may be used for setup/testing but is not part of the official first baseline leveling evidence window.
ClickUp structure
Use one parent task per month:
Monthly Performance Review — October 2026
Create one employee subtask for each active employee in scope.
Current roster:
- Ifrat
- Rakibul
- Rafsan
- Munna
- Abbrar
- Siam
- Usha
- Fatema
- Raihan
- Yasin
- Sayem
- Drishty
- Silvia
- Imran
The custom ClickUp task type is KPI Review.
Career-level context
Each active employee has a proposed career level for the October 1–December 10 assessment period. The proposed level is not an assigned or confirmed level.
Monthly evidence should help leadership determine whether the proposed level should be confirmed or adjusted during the December calibration.
Final career levels are announced on December 16, 2026 (Victory Day) and become active from January 1, 2027.
Monthly evidence inputs
Each employee review should use three evidence sources.
1. ClickUp work evidence
Used primarily for KPI 1–8, including delivery, quality, ownership, communication, problem solving, collaboration, proactiveness, and business/client impact.
2. HRMS / People Ops reliability evidence
Used for the objective people-reliability components inside KPI 1 — Delivery & Reliability.
KPI 1 is calculated as:
(ClickUp Delivery Reliability × 60%) + (Attendance Reliability × 20%) + (Leave & Policy Reliability × 20%)
Attendance summary
The monthly HRMS attendance summary should include:
- Scheduled working days
- Approved leave
- Company holidays / approved exceptions
- Eligible working days
- Late attendance beyond policy allowance
- Unapproved absence
- Attendance Reliability score / 10
Approved leave is neutral and must not reduce the employee's attendance score.
Leave & policy summary
The monthly HRMS / People Ops leave-and-policy summary should include:
- Approved leave count
- Whether required notice periods were followed
- Late / last-minute leave requests outside policy
- Unapproved leave
- Required notification compliance
- Required handover / coverage compliance for planned leave
- Documented leave/policy breaches or approved exceptions
- Leave & Policy Reliability score / 10
The score measures process reliability, not how many approved leave days the employee used.
Approved leave, approved emergencies, and approved policy exceptions are neutral.
The manager should review the HRMS / People Ops record for correctness but should not manually choose or override either objective score without correcting the underlying record or documenting an approved exception.
3. Manager-reviewed evidence
Used for:
- KPI 9 — Growth & Development
- KPI 10 — Role Excellence
These should be based on documented development progress and the employee's Role Success Plan rather than general impression.
Review roles
Review Manager
The Review Manager owns the final monthly review. This person is accountable for:
- reviewing all available evidence
- confirming the monthly KPI result
- assessing KPI 9 and KPI 10
- delivering feedback and running the 1:1
- agreeing next-month priorities
- finalizing the review record
Delivery Reviewer
A Delivery Reviewer provides a short qualitative monthly delivery summary when they work closely with the employee but are not the employee's Review Manager.
The Delivery Reviewer does not create a separate score, weighted score, or second KPI calculation. Ifrat already records delivery-related task evidence through ClickUp fields while working with the team, so scoring the same behaviour again during the monthly review would risk double-counting.
The Delivery Reviewer summary should contextualize the ClickUp evidence and highlight patterns the Review Manager should know, especially around:
- notable delivery strengths
- recurring delivery improvement patterns
- ownership
- communication and collaboration
- proactiveness
- business / client impact
- exceptional contributions or important delivery context
The monthly Delivery Reviewer feedback should answer, where relevant:
- What did this employee do particularly well in delivery this month?
- What delivery behaviour or pattern needs improvement?
- Is there any repeated pattern in ownership, communication, collaboration, proactiveness, or impact?
- Was there any exceptional contribution worth highlighting?
- Is there any context the Review Manager should know before finalizing the review?
The Delivery Reviewer feedback must summarize or contextualize existing delivery evidence. It should not independently rescore KPIs already captured through ClickUp.
Technical depth, craft quality, Growth & Development, Role Excellence, and final career-level judgment remain with the appropriate Review Manager.
For the October 1–December 10, 2026 cycle, Ifrat Jahan Chowdhury is the Delivery Reviewer for all active employees except Rafsan Zahid and Ifrat herself.
For Rafsan and Ifrat, Fazle Rabbi is already the Review Manager and directly covers the relevant delivery review, so no separate Delivery Reviewer is assigned.
A Delivery Reviewer should provide feedback only where there was meaningful direct working exposure during the month. Lack of direct exposure should remain blank rather than becoming a generic opinion.
Monthly review contents
- Review KPI 1 composite score from ClickUp + HRMS / People Ops
- Review KPI 2–8 task-based evidence
- Include Delivery Reviewer qualitative feedback where assigned and relevant
- Assess Growth & Development
- Assess Role Excellence
- Record key achievements
- Record challenges / blockers
- Manager feedback
- Employee reflection
- Action items
- Next-month priorities
- Complete the 1:1 meeting
Employee reflection
The employee should answer:
- What went well?
- What was challenging?
- What did I learn?
- What support do I need?
- What will I improve next month?
Review principle
The monthly review should summarize evidence already collected during the month rather than reconstructing performance from memory.
Objective ClickUp and HRMS / People Ops data should remain visible enough that the employee can understand how the score was produced. The Delivery Reviewer provides qualitative context based on delivery evidence already captured in ClickUp. The Review Manager adds judgment where required, evaluates KPI 9 and KPI 10, discusses the result with the employee, and confirms the final score and next-month improvement actions.
Do not double-count one attendance, leave, or delivery event across multiple components unless there is separate observable behaviour that independently belongs to another KPI.
Final Performance Assessment
This document defines how Blinto converts completed October–November reviews and supporting evidence through December 10 into the first formal 2027 career-level decision.
Purpose
The Final Performance Assessment should answer four questions:
- How did the employee perform consistently across the assessment period?
- What were the employee's strongest contributions and recurring gaps?
- Does the evidence support the employee's proposed career level, or should that proposal be adjusted?
- What should happen next for development, responsibility, and compensation review?
The final assessment is an evidence-based summary of the period. It is not an additional eleventh KPI.
1. First baseline assessment cycle
For the 2026 baseline cycle, no active employee begins with an assigned Blinto career level.
Each employee receives a proposed career level before the formal evidence window.
Official evidence window:
- October 2026
- November 2026
- December 1–10, 2026: supporting work and role evidence only
Evidence closes on December 10, 2026. Leadership completes assessment, calibration, compensation review, and employee discussions on December 11–15, 2026.
Career-level and annual salary-review decision announcement:
December 16, 2026 (Victory Day)
Confirmed levels and approved salary changes become active:
January 1, 2027
2. Proposed level principle
A proposed level is a starting assessment position, not an assigned level and not a guaranteed outcome.
For this first transition cycle, Blinto may use current compensation positioning as a practical baseline for the proposed level, together with role context. Leadership may deliberately propose a nearby higher level where there is a clear reason to assess the employee against that standard.
The final decision must still be based on evidence collected during the assessment period.
3. Primary quantitative measure
Each completed Monthly Performance Review produces a score out of 100.
For the baseline period:
Final Performance Score = Sum of valid completed October and November scores ÷ Number of those valid completed reviews
December 1–10 evidence supports qualitative assessment; it is not a full monthly score and is not included in this average. The full December KPI review takes place after month-end as part of ongoing performance tracking.
If there are no valid completed reviews, leave the score pending and record insufficient history rather than calculating an average.
Missing months must not be treated as zero.
Keep the final score to one decimal place.
Each valid month has equal mathematical weight.
4. Performance trend
In addition to the average score, classify performance trend as:
- Improving
- Stable
- Declining
- Insufficient History
Trend provides context but does not mathematically change the Final Performance Score.
5. Final assessment evidence
Leadership should review more than the headline average. At minimum, consider:
- completed October–November KPI scores and supporting evidence through December 10;
- recurring strengths and recurring gaps across individual KPIs;
- ClickUp task and deliverable evidence;
- HRMS / People Ops reliability evidence used in KPI 1;
- Growth & Development progress;
- Role Excellence against the employee's Role Success Plan;
- major achievements and outcomes;
- scope and complexity of work;
- independence and judgment;
- ownership and problem solving;
- business/client impact;
- collaboration and leadership where relevant;
- manager feedback and employee reflection;
- expectations of the proposed career level and relevant department ladder.
One unusually strong or weak month should not override the broader evidence without a documented reason.
6. Performance bands
| Final Score | Performance Band | Meaning |
|---|
| 90–100 | Exceptional | Consistently far exceeds expected performance and creates unusually strong impact. |
| 80–89.9 | Strong | Frequently exceeds expectations and demonstrates dependable high performance. |
| 60–79.9 | Effective | Reliably meets the expectations of the role. |
| 40–59.9 | Needs Improvement | Performance is inconsistent or below expectations in important areas. |
| Below 40 | Significant Improvement Needed | Essential expectations are regularly not being met. |
The performance band is a summary classification, not a career-level formula.
7. Career-level decision
Performance and career level are related but are not the same thing.
At the December 11–15 calibration, leadership records one of these decisions:
- Confirm proposed level — evidence supports the proposed level.
- Confirm lower level — evidence does not yet support the proposed level, but supports a lower level.
- Confirm higher level — sustained evidence clearly demonstrates a higher level than initially proposed.
- Extend assessment — evidence is insufficient or the employee's role changed materially during the period.
A high KPI score alone does not automatically produce a higher career level.
The career decision should consider sustained scope, autonomy, complexity, judgment, ownership, impact, and relevant leadership expectations in addition to KPI performance.
8. Salary-band relationship
Each confirmed career level establishes the applicable salary band:
| Level | Monthly Salary Band |
|---|
| L1 | ৳25,000–৳35,000 |
| L2 | ৳35,000–৳50,000 |
| L3 | ৳50,000–৳75,000 |
| L4 | ৳75,000–৳110,000 |
| L5 | ৳110,000–৳160,000 |
| L6 | ৳160,000–৳240,000 |
| L7 | ৳240,000–৳350,000+ |
Career-level confirmation and salary adjustment remain separate decisions.
A confirmed level identifies the relevant band, but the final salary within that band may depend on:
- performance and role maturity;
- internal equity;
- market position;
- company financial capacity;
- material changes in responsibility;
- leadership compensation review.
A KPI score must not automatically produce a salary increase percentage.
9. Growth & Development conclusion
Summarize KPI 9 across the assessment period and identify:
- development goals achieved;
- capability materially improved;
- learning applied to actual work;
- development areas that should continue;
- 2–3 priorities for the next period.
10. Role Excellence conclusion
Summarize KPI 10 against the employee's Role Success Plan.
Identify:
- role outcomes consistently demonstrated;
- role outcomes that remain inconsistent;
- responsibilities the employee has expanded into;
- changes needed to the Role Success Plan for the next period.
If the actual role materially changed, update the Role Success Plan before the next review cycle.
11. Performance improvement
A Final Performance Assessment in Needs Improvement or Significant Improvement Needed requires a documented improvement response.
The response should identify:
- specific performance gaps;
- evidence supporting those gaps;
- expected standard;
- concrete improvement actions;
- support required from the manager or Blinto;
- defined follow-up period.
Serious performance issues should be addressed when they occur and should not be held until December.
12. Manager calibration
Before final levels are confirmed, leadership should review assessments for consistency across teams.
Calibration should check for:
- unusually generous or harsh scoring patterns;
- inconsistent interpretation of KPI standards;
- insufficient evidence;
- mismatch between role scope and proposed level;
- level decisions unsupported by sustained evidence;
- compensation-band implications that require separate leadership planning.
Calibration should not force employees into a ranking curve.
13. Employee discussion
The final assessment should be discussed with the employee in a dedicated review conversation covering:
- final score and performance band;
- strongest contributions;
- recurring improvement areas;
- performance trend;
- proposed level and final confirmed level;
- reason for confirmation or adjustment;
- applicable salary band;
- development priorities;
- next-period expectations.
The employee should have an opportunity to add context or identify factual errors in the evidence.
14. Final assessment record
The final record should contain:
- Assessment Period
- Proposed Career Level
- Proposed Salary Band
- Final Performance Score / 100
- Performance Band
- Performance Trend
- Top Strengths
- Key Improvement Areas
- Major Achievements
- Growth & Development Summary
- Role Excellence Summary
- Final Career Level Decision
- Confirmed Career Level
- Confirmed Salary Band
- Manager Summary
- Employee Reflection / Response
- Next-Period Development Goals
- Final 1:1 Completion
15. Future cycles
Annual career assessments and salary reviews are completed before December 16. Decisions are announced on December 16 (Victory Day), with confirmed levels, approved promotions, and approved salary changes effective January 1 of the following year. Salary review does not guarantee an increase.
After the first levels become active on January 1, 2027, future career reviews may use concepts such as:
- developing within current level;
- established at current level;
- demonstrating next-level scope;
- ready for promotion review.
Those concepts should not be used to describe the October 1–December 10, 2026 baseline cycle because employees do not yet have confirmed levels.
16. Decision principle
Use quantitative evidence for consistency and documented qualitative evidence for context.
Keep performance, career level, salary, and promotion as connected but distinct decisions.