Since sharing the Management Scorecards, we've been hard at work rolling out the scorecards for our Individual Contributors as well. We're proud of and grateful for each of our team members and believe in continuous improvement and in the relentless pursuit of excellence.
The goal of this approach is to bring awareness of both our current and ideal states as well as focus and continuity toward bridging the gaps wherever they may be.
We want to share our exact scorecard process here as a contribution to the community. For context, we are an agency that creates LinkedIn thought leadership content for B2Bs.
Our scorecard currently measures talent on a scale of 1 (lowest) to 5 (highest) for 12 criteria:
Client Management
Curated Effort for Each Client
Attention to Detail
Quick Improvement
Collaboration
Punctuality
Technical Competence
Availability and Industry Adaptability
Communication Skills
Improvisation Skills/Resourcefulness
Self-Improvement
Data-Driven Content Decisions
This scorecard is very uniquely tailored to our culture, expectations, and business model. You will want to adjust all of this to fit your own.
How to Use:
Copy this scorecard to a Google Doc on your company Drive (or similar).
Make the necessary changes to fit your team composition, values, etc.
Share a link of the document with your Individual Contributors and ask them to make their own copy and to title it [TALENT_NAME] [MONTH/DAY/YEAR] || [COMPANY_NAME] Individual Contributor Scorecard.
File > Make a Copy
Instructions to Individual Contributors:
Rating System: Rate yourself on each attribute on a scale from 1 to 5. Use half-points for finer adjustments if necessary. Mark each of your answers by adding a comment or highlighting your score. Kindly fill in all applicable scorecards for each of your roles if you have more than one (for example content strategist and writer).?
Frequency: Conduct evaluations monthly (for now) and eventually quarterly to track progress and make timely adjustments. Share your results with your team lead.
Review Process: Combine self-assessment with reviews by managers, peers, and CXOs for comprehensive insights.
Content Strategist Scorecard
1. Client Management
Score 1-5: Capability to handle client needs, feedback, and revisions efficiently, effectively, and definitively.
Score 1:
Criteria: The content strategist struggles to understand and address client needs, often failing to respond to feedback or make necessary revisions. They lack the skills to effectively manage client expectations and deliver satisfactory results.
Example: Consistently misses deadlines, ignores client feedback, and delivers subpar work that fails to meet client requirements.
Score 2:
Criteria: The content strategist occasionally addresses client needs and feedback but lacks consistency and thoroughness. Revisions are made but may not fully meet client expectations or resolve all issues.
Example: Responds to some client requests but often needs reminders and guidance. Revisions are made but may not fully address all concerns or maintain the desired quality.
Score 3:
Criteria: The content strategist generally handles client needs and feedback adequately, making revisions as needed. However, their efficiency and effectiveness in managing client expectations and delivering definitive results are inconsistent.
Example: Addresses most client needs and makes revisions, but may sometimes miss deadlines or require multiple rounds of feedback to achieve satisfactory results.
Score 4:
Criteria: The content strategist consistently demonstrates the ability to handle client needs, feedback, and revisions efficiently and effectively. They proactively manage client expectations and deliver high-quality results with minimal supervision.
Example: Regularly meets deadlines, incorporates client feedback seamlessly, and delivers work that meets or exceeds client expectations. Proactively communicates with clients to ensure satisfaction.
Score 5:
Criteria: The content strategist excels in managing client needs, feedback, and revisions. They anticipate client requirements, deliver exceptional results, and go above and beyond to ensure client satisfaction. Their efficiency and effectiveness in handling client management are exemplary.
Example: Consistently exceeds client expectations, delivers outstanding work ahead of deadlines, and proactively seeks ways to enhance the client experience. Serves as a role model for client management within the team.
2. Curated Effort for Each Client
Score 1-5: Providing personalized and dedicated effort to meet each client’s unique needs and expectations.
Score 1:
Criteria: Talent is unaware of the client's goals and priorities with our content and is unaware of the feedback the client has provided since working with GrowthMasters. When receiving new feedback from the client, the talent simply acts on it with no further actions like updating the feedback documentation or reviewing the rest of the pipeline.
Example: Does not adjust content based on client feedback, leading to a generic output that fails to meet specific client needs.
Score 2:
Criteria: Talent is familiar with the client's goals and priorities and submits ideas to meet said goals but doesn't provide further suggestions for the copy/asset to do this successfully. Talent is aware of the client's feedback since working with GrowthMasters and submits content that complies with it. When receiving new feedback from the client, the talent acts promptly to address it while revising the entire pipeline for quick and accurate feedback implementation. Then, the feedback is organized in the corresponding Feedback card.
Example: Submits content that meets basic client goals but often misses opportunities to enhance personalization through deeper engagement with client feedback.
Score 3:
Criteria: Talent is familiar with the client's goals and priorities, submits ideas to meet said goals, and provides suggestions and context for the copy/asset to do this successfully. Talent is aware of the feedback the client has provided since working with GrowthMasters, submits content that complies with it and looks for patterns and room for improvement across all stages of content creation. When receiving new feedback from the client, the talent promptly addresses it while revising the entire pipeline for quick and accurate feedback implementation, keeping it organized in the corresponding Feedback card, and communicating any findings to other relevant stakeholders.
Example: Proactively uses client feedback to continuously improve the personalization and relevance of content, ensuring it aligns closely with client expectations.
Score 4:
Criteria: Talent consistently goes beyond basic expectations by delivering content that is well-tailored to client feedback and goals. They proactively enhance content personalization and strategically update the feedback documentation and pipeline to reflect the latest client insights.
Example: Actively engages with clients to refine content and uses advanced insights to preemptively adjust strategies, significantly improving content relevance and client satisfaction.
Score 5:
Criteria: Talent excels at creating highly customized content that anticipates and surpasses client expectations. They lead initiatives in using sophisticated strategies to integrate feedback, demonstrating exceptional foresight and innovation in content personalization.
Example: Seamlessly incorporates complex client feedback to create standout content strategies, setting new benchmarks for personalization and achieving exemplary client loyalty and satisfaction through insightful and proactive service.
3. Attention to Detail
Score 1-5: Ensuring thoroughness and accuracy in all tasks including written, asynchronous communication.
Score 1:
Criteria: The content strategist consistently overlooks important details, resulting in numerous errors and inaccuracies in their work. Their communication lacks clarity and coherence, leading to confusion and misunderstandings.
Example: Submits work with multiple spelling and grammatical errors, fails to follow formatting guidelines, and provides unclear or incomplete information in written communication.
Score 2:
Criteria: The content strategist occasionally misses important details, resulting in some errors and inconsistencies in their work. Their communication sometimes lacks clarity or fails to convey all necessary information.
Example: Submits work with a few errors or inconsistencies, occasionally omits relevant details, and provides communication that may require further clarification.
Score 3:
Criteria: The content strategist generally ensures thoroughness and accuracy in their work, with only minor errors or oversights. Their communication is usually clear and coherent, but may sometimes lack specific details or require follow-up.
Example: Submits work that is mostly accurate and well-formatted, with occasional minor errors. Provides communication that is generally clear but may require additional information in some instances.
Score 4:
Criteria: The content strategist consistently demonstrates a high level of attention to detail, producing thorough and accurate work with minimal errors. Their communication is clear, concise, and effectively conveys all necessary information.
Example: Submits work that is consistently accurate, well-structured, and adheres to all guidelines. Provides communication that is clear, comprehensive, and rarely requires follow-up or clarification.
Score 5:
Criteria: The content strategist exhibits exceptional attention to detail, consistently delivering work that is virtually error-free and exceeds expectations in terms of thoroughness and accuracy. Their communication is exemplary, providing clear, precise, and comprehensive information that anticipates and addresses potential questions or concerns.
Example: Submits work that is flawless, meticulously formatted, and goes above and beyond requirements. Provides communication that is exceptionally clear, detailed, and proactively addresses all relevant aspects of the topic at hand.
4. Quick Improvement
Score 1-5: Demonstrates rapid enhancement of both soft and hard skills.
Score 1:
Criteria: The talent shows minimal improvement over time and requires frequent reminders and significant guidance to develop basic skills. They lack initiative in personal development and struggle to grasp new concepts or techniques.
Example: Continuously relies on basic training materials and fails to apply learned skills in practical scenarios, resulting in stagnant professional growth.
Score 2:
Criteria: The talent occasionally shows some improvement in their skills but lacks consistency. They are somewhat responsive to training but do not regularly practice or apply new skills independently.
Example: Makes slight adjustments to work habits after training sessions but soon reverts to old ways, showing sporadic and unreliable progress.
Score 3:
Criteria: The talent generally improves their skills at an average pace and is adequately proactive about learning. They engage with most training opportunities and begin to apply new skills to their work.
Example: Regularly attends training and gradually integrates new techniques into their tasks, though more complex skills may still pose challenges.
Score 4:
Criteria: The talent consistently seeks opportunities for self-improvement and rapidly integrates new skills into their professional repertoire. They show significant progress in both soft and hard skills, often going beyond basic requirements.
Example: Actively seeks out advanced training and quickly masters new tools and methodologies, noticeably enhancing their productivity and the quality of their work.
Score 5:
Criteria: The talent excels in their commitment to personal growth, mastering new skills quickly and efficiently. They set an example for others by continuously seeking learning opportunities and excelling in applying these new skills innovatively in their daily tasks.
Example: Pioneers the adoption of new techniques and consistently demonstrates advanced proficiency in a range of skills, significantly boosting their performance and inspiring colleagues with their adaptability and rapid development.
5. Collaboration
Score 1-5: Ability to work well with others and contribute effectively to team efforts.
Score 1:
Criteria: The talent struggles to work collaboratively and often fails to contribute meaningfully to team efforts. They may be unresponsive, uncooperative, or create conflicts that hinder team progress.
Example: Consistently misses team meetings, fails to communicate important information, and does not actively participate in group projects or discussions.
Score 2:
Criteria: The talent occasionally collaborates with others but may not consistently contribute to team efforts. They may sometimes be unresponsive or fail to communicate effectively, leading to missed opportunities for collaboration.
Example: Attends team meetings but does not actively engage in discussions or volunteer for tasks. May sometimes miss deadlines or fail to update team members on their progress.
Score 3:
Criteria: The talent generally works well with others and contributes to team efforts. They participate in team meetings and discussions, share information, and complete assigned tasks. However, they may not consistently go above and beyond to support their teammates or drive team success.
Example: Attends team meetings, shares ideas, and completes their assigned work. May occasionally assist teammates but does not proactively seek out opportunities to enhance team collaboration or performance.
Score 4:
Criteria: The talent consistently demonstrates strong collaboration skills and actively contributes to team efforts. They are responsive, communicative, and proactively seek ways to support their teammates and drive team success.
Example: Actively participates in team meetings, shares valuable insights, and volunteers for tasks. Consistently communicates progress, offers assistance to teammates, and goes above and beyond to ensure team goals are met.
Score 5:
Criteria: The talent excels at collaboration and is a key contributor to team success. They are highly responsive, proactively communicate, and consistently go above and beyond to support their teammates and drive exceptional results. They foster a positive team environment and inspire others to collaborate effectively.
Example: Proactively organizes and leads team meetings, shares game-changing ideas, and takes on additional responsibilities to support the team. Consistently helps teammates, ensures seamless communication, and drives innovative solutions that elevate team performance.
6. Punctuality
Score 1-5: Consistently being on time for meetings, deadlines, and deliverables.
Score 1:
Criteria: Does not meet task deadlines, joins meetings late, and fails to meet deliverables.
Example: Regularly misses deadlines and is frequently late to meetings, causing disruptions and delays in project timelines.
Score 2:
Criteria: Meets deadlines occasionally but inconsistently. Sometimes arrives on time for meetings. Regularly fails to meet deliverables.
Example: Often last to submit work, causing hold-ups. While sometimes punctual to meetings, reliability is not guaranteed.
Score 3:
Criteria: Generally meets deadlines and is usually on time for meetings. Meets basic expectations for deliverables but doesn't exceed them.
Example: Reliable in completing tasks on time and attending meetings as scheduled, performing adequately on all fronts without standing out.
Score 4:
Criteria: Consistently meets all deadlines and is always on time for meetings. Frequently delivers tasks ahead of schedule and maintains high reliability.
Example: Known for dependability, often finishing tasks before due dates and always prepared and punctual for meetings, enhancing team efficiency.
Score 5:
Criteria: Exceeds expectations by not only meeting all deadlines but also frequently submitting tasks well ahead of time. Never late for any meetings and consistently delivers more than is expected.
Example: Sets a high standard for punctuality and efficiency; their proactive nature and reliability in meeting and exceeding deadlines significantly boost team productivity and morale.
7. Technical Competence
Score 1-5: Possesses essential technical skills and knowledge, as per GrowthMasters standards.
Score 1:
Score 2:
Score 3:
Score 4:
Score 5:
8. Availability and Industry Adaptability
Score 1-5: Readiness to take on new clients or projects, showing flexibility and reliability in availability.
Score 1:
Criteria: The talent commits to a certain workload but frequently fails to meet these commitments due to late deliverables. Their declared availability does not align with actual workload handling, and they often refuse clients based on personal dislike for the industry or other personal preferences, exhibiting a surface-level engagement with assigned tasks.
Example: Regularly misses deadlines despite previous commitments, avoids certain industries out of personal preference, and produces work lacking in depth and insight.
Score 2:
Criteria: The talent occasionally meets deadlines and is somewhat reliable in their availability but shows inconsistency. They accept tasks from various industries but do not consistently engage deeply with the content, citing personal circumstances or preferences as reasons for unavailability or substandard performance.
Example: Often meets initial deadlines but struggles to manage time effectively; their work does not always reflect a strong understanding of different industries' nuances.
Score 3:
Criteria: The talent generally meets agreed-upon deadlines and is reliable in their declared availability. They handle client diversity well, learning and adapting to various industries, and manage to maintain professionalism without letting personal preferences interfere with their commitments.
Example: Usually punctual and manages workload effectively; shows adaptability by producing content that enhances the client's standing in their industry.
Score 4:
Criteria: The talent is consistently punctual and handles emergency situations effectively without citing personal circumstances as a barrier. They lead in client interactions and are proactive in learning about different industries, ensuring their personal preferences do not affect professional responsibilities.
Example: Always meets deadlines, often taking on additional responsibilities; demonstrates comprehensive industry knowledge and exceptional adaptability in client dealings.
Score 5:
Criteria: The talent excels in managing their workload and consistently exceeds expectations in terms of availability and industry adaptability. They never allow personal preferences to interfere with their professional output and are seen as a benchmark for industry knowledge and client management.
Example: Delivers superior work ahead of schedule across various industries, proactively tackles emergencies, and leads by example in balancing personal circumstances with professional commitments.
9. Communication Skills
Score 1-5: Effective in expressing ideas and feedback, both synchronously and asynchronously.
Score 1:
Criteria: The talent often takes more than 24 hours to respond on Slack or Asana, communicates unclearly and imprecisely, and lacks proper English skills and structure in their messages. They require frequent prompting to provide complete updates and rarely clarify or contextualize their messages effectively.
Example: Regularly misses important messages, provides responses with grammatical errors and poor formatting, often requiring follow-up questions to understand their points fully.
Score 2:
Criteria: The talent occasionally responds within 24 hours but may leave messages incomplete or unclear. They sometimes use proper English and formatting but lack consistency across communications. They ask relevant questions but are not always thorough in addressing feedback or refining their messages.
Example: Provides timely responses intermittently but struggles with maintaining clear and structured communication. Messages may contain relevant information but lack the necessary detail or context for full clarity.
Score 3:
Criteria: The talent usually responds within 24 hours, uses appropriate English and maintains basic punctuation and formatting in their communications. They demonstrate a willingness to improve communication skills and generally provide complete messages that convey required information.
Example: Responses are mostly prompt and formatted correctly, with occasional lapses in detail or clarity. Actively works on conveying clear messages and often succeeds in providing comprehensive updates. Occasionally asks questions, helps team members, and sends messages proactively.?
Score 4:
Criteria: The talent consistently responds promptly and communicates clearly with well-structured and error-free messages. They proactively address feedback, refine communication abilities, and ensure messages are comprehensive and detailed, enhancing understanding across the team.
Example: Always provides quick and clear responses with excellent grammar and structure, offering detailed explanations and proactive updates that facilitate effective team collaboration. Asks and answers questions, helps team members, and sends messages proactively.?
Score 5:
Criteria: The talent excels in all aspects of communication, consistently delivering messages that are not only timely but also exceptionally clear and well-composed. They use precise English and flawless formatting to enhance readability and understanding. Their proactive and insightful communications significantly contribute to team dynamics and project success.
Example: Sets a high standard with their communication skills, ensuring all messages are insightful, fully detailed, and impeccably formatted. Their ability to articulate complex ideas clearly and concisely makes them a key communicator within the team. Excels at asking and answering questions, helping team members, and sending messages proactively.?
10. Improvisation Skills/Resourcefulness
Score 1-5: Ability to adapt and find creative solutions to unexpected challenges.
Score 1:
Criteria: The talent consistently needs reminders to implement or understand new initiatives, heavily relies on step-by-step instructions from managers, and lacks the critical thinking skills to improvise when faced with new challenges.
Example: Struggles to adapt when client feedback is sparse or when existing assets are limited, requiring extensive guidance and unable to take initiative in problem-solving.
Score 2:
Criteria: The talent occasionally implements new initiatives without strict guidance but may struggle to balance the nuances of their clients' needs, especially when facing limitations such as scarce feedback or inadequate assets.
Example: Sometimes adapts to new projects independently but often lacks creativity when existing resources are constrained, showing inconsistency in navigating challenges without detailed instructions.
Score 3:
Criteria: The talent can generally implement new initiatives without needing strict guidance, follow instructions and best practices while considering client nuances, and improvise effectively even when faced with limited client interaction or assets.
Example: Capably adapts to new projects with minimal guidance, efficiently uses available resources, and finds alternative solutions to overcome constraints related to client availability and asset limitations.
Score 4:
Criteria: The talent consistently shares clear plans and methodologies for successfully handling new initiatives, even in the absence of complete guidelines. They are adept at navigating challenges posed by limited client feedback and asset restrictions, offering unique tips and creative problem-solving strategies.
Example: Proactively develops and shares effective strategies for tackling new initiatives under constrained conditions, provides valuable insights to support team success, and enhances processes by introducing innovative solutions.
Score 5:
Criteria: The talent excels at developing and sharing innovative, comprehensive plans and methodologies for handling new initiatives, setting a high standard for the team. They effectively use limited resources to produce exceptional results and share groundbreaking tips that significantly boost team performance.
Example: Consistently delivers cutting-edge strategies and adapts to challenges such as limited client feedback or assets with ease, providing transformative insights that elevate team success and drive continuous improvement in project execution.
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11. Self-Improvement
Score 1-5: Actively seeks and engages in learning opportunities to grow professionally, both through company resources and independent efforts.
Score 1:
Criteria: The talent shows little interest in self-driven learning or professional development. They rarely engage in discussions or seek new knowledge, relying solely on occasional mandatory training.
Example: Demonstrates minimal interest in professional growth; ignores opportunities to learn outside of required training and does not participate in discussions about new methodologies or industry trends.
Score 2:
Criteria: The talent occasionally explores learning opportunities but lacks consistency. They might ask questions during sessions or read articles but do not make a regular habit of enhancing their knowledge or skills outside of structured settings.
Example: Shows some interest in new techniques and participates in scheduled training but seldom engages with learning resources on their own or applies learned concepts consistently.
Score 3:
Criteria: The talent regularly takes part in both company-sponsored and personal learning activities. They show curiosity and are proactive about applying new knowledge to their work.
Example: Actively seeks out and utilizes a variety of learning resources—such as online courses, industry articles, and internal training—to enhance professional skills. Regularly discusses new ideas and best practices with peers.
Score 4:
Criteria: The talent is highly committed to continuous learning, frequently engaging in self-directed education alongside formal training. They incorporate advanced knowledge into their daily responsibilities and share insights with the team.
Example: Consistently expands expertise through professional workshops, webinars, thought leader articles, and independent research. Regularly introduces new concepts and tools to the team, enhancing collective knowledge.
Score 5:
Criteria: The talent excels in self-driven learning and professional development, setting a high standard within the team. They are a resource for others, offering insights from a wide range of sources including books, courses, webinars, thought leaders, and professional networks.
Example: Leads by example in personal development, using advanced studies and diverse learning experiences to pioneer innovative practices. Actively drives team growth by mentoring others and promoting a culture of knowledge-sharing and continuous improvement.
12. Data-Driven Content Decisions
Score 1-5: Demonstrates the ability to effectively use data to inform content creation and strategy decisions.
Score 1:
Criteria: The talent rarely uses data to guide their content decisions. They overlook patterns in engagement and feedback, and generally do not modify content based on data insights.
Example: Ignores engagement metrics and feedback reports; repeatedly uses content types that have previously underperformed without trying to understand audience preferences or platform norms.
Score 2:
Criteria: The talent occasionally considers data in content creation but lacks a systematic approach. They might note some patterns or feedback but do not consistently apply these insights to improve content quality or engagement.
Example: Sometimes checks how posts perform but fails to apply findings consistently or to explore deeper insights into why certain types of content succeed or fail.
Score 3:
Criteria: The talent regularly reviews engagement data and audience feedback and starts to apply these insights to adjust their content strategy. They are developing a better understanding of what content works best for different clients and platforms.
Example: Often identifies what types of posts generate engagement and uses this information to tweak content. Begins to differentiate strategies for LinkedIn versus other platforms, but may not yet fully optimize content based on these distinctions.
Score 4:
Criteria: The talent consistently uses data to inform their content choices, showing a strong ability to adapt and innovate based on audience engagement and platform trends. They actively analyze competitor successes and are proficient in adjusting strategies to client preferences and feedback.
Example: Regularly analyzes engagement patterns, competitor strategies, and client feedback to refine content approach. Successfully employs trend-jacking and tailors content formats specifically suited to LinkedIn, avoiding less effective formats like brochures.
Score 5:
Criteria: The talent excels in leveraging data to drive content strategy decisions, setting benchmarks for data utilization within the team. They expertly navigate platform algorithms, predict trends, and consistently deliver content that maximizes client approval and audience engagement.
Example: Pioneers advanced data analysis techniques to forecast trends and optimize content. Their strategies result in high engagement rates and frequent client approvals, effectively using data to transform theoretical insights into practical, successful content outcomes.
Final Scoring
Calculation of Final Score
Method: The final score is calculated by averaging all the individual attribute scores:
Formula: Final Score = (Sum of all attribute scores) / (Number of attributes)
Rounding: This score should be rounded to the nearest whole number to maintain consistency with the 1-5 scale used for each attribute.
Final Scoring Interpretation
Score 1:
Criteria: Indicates severe deficiencies requiring immediate attention. The talent needs focused support and development to meet basic performance standards. Efforts are recognized, and it’s understood that improvement is a journey.
Example: Regularly scores low, showing a need for significant development. Their willingness to try is acknowledged, and structured support is recommended to help build fundamental skills.
Score 2:
Criteria: Demonstrates some understanding but is not yet effective across several areas. This score highlights the need for considerable improvement; however, the talent’s ongoing efforts to improve demonstrate their commitment to growth.
Example: Shows potential in some areas but still struggles with many aspects of effective performance. Their active attempts to improve are valued, and continued support is crucial.
Score 3:
Criteria: Meets the minimum acceptable standards but is not yet a solid performer. Significant enhancements are needed to truly succeed. The talent’s dedication to improving and willingness to tackle these challenges are positively noted.
Example: Manages basic tasks and is working to improve. Effort and intent to develop further are clear and encouraged, highlighting a path toward greater success.
Score 4:
Criteria: Represents a strong performance level with proficiency demonstrated in most areas. There are minor areas for improvement, but overall, the talent shows good capability and effectiveness. Efforts to refine skills are evident and praised.
Example: Generally scores well and is proactive about personal development. Minor areas for improvement exist, and continued diligence in addressing these will help solidify their high performance.
Score 5:
Criteria: Signifies exceptional performance and mastery over all key competencies, consistently exceeding expectations. The talent’s hard work, commitment to excellence, and proactive efforts are major contributors to their success and the success of the clients and the team.
Example: Excels in every aspect, providing a model of outstanding performance and efficiency. Their dedication and meticulous effort in achieving excellence are commendable and set a benchmark for others.
Final Scoring Summary
Client Management -?
Curated Effort for Each Client -?
Attention to Detail -?
Quick Improvement -?
Collaboration -?
Punctuality -?
Technical Competence -?
Availability and Industry Adaptability -?
Communication Skills -?
Improvisation Skills/Resourcefulness -?
Self-Improvement -?
Data-Driven Content Decisions -?
Final Score =?
Feedback and Development:
Discussion: Talent should use their self-assessments and final scores as foundations for discussions with their supervisors to develop performance improvement plans.
Targeted Development: Focus particularly on areas where scores are lower to formulate specific strategies for development, which may include training sessions, mentorship opportunities, and practical projects to enhance relevant skills.
Regular Review:
Continuous Assessment: Talent should conduct these self-assessments monthly to monitor their progress and dynamically adjust their personal development plans.
Adaptation: This continual evaluation helps maintain a focus on personal and professional growth and adapt to any shifts in role expectations or organizational goals.
Content Writer Scorecard
1. Client Management
Score 1-5: Capability to handle client needs, feedback, and revisions efficiently, effectively, and definitively.
Score 1:
Criteria: The content writer consistently fails to understand and address client needs, ignores feedback, and delivers subpar work that fails to meet client requirements.?
Example: Regularly misses deadlines, disregards client feedback, and produces content that is not aligned with the client's objectives.
Score 2:
Criteria: The content writer occasionally addresses client needs and feedback but lacks consistency and thoroughness. Revisions are made but often fail to fully resolve issues or meet client expectations.?
Example: Responds to some client requests but frequently needs reminders and guidance. Revisions are made but may not comprehensively address concerns or maintain the desired quality.
Score 3:?
Criteria: The content writer generally handles client needs and feedback adequately, making revisions as needed. However, their efficiency and effectiveness in managing client expectations and delivering definitive results are inconsistent.?
Example: Addresses most client needs and makes revisions, but may miss deadlines or require multiple rounds of feedback to achieve satisfactory results.
Score 4:?
Criteria: The content writer consistently demonstrates the ability to handle client needs, feedback, and revisions efficiently and effectively. They proactively manage client expectations and deliver high-quality results with minimal supervision.?
Example: Regularly meets deadlines, incorporates client feedback seamlessly, and delivers work that meets or exceeds client expectations. Proactively communicates with clients to ensure satisfaction.
Score 5:?
Criteria: The content writer excels in managing client needs, feedback, and revisions. They anticipate client requirements, deliver exceptional results, and go above and beyond to ensure client satisfaction. Their efficiency and effectiveness in handling client management are exemplary.?
Example: Consistently exceeds client expectations, delivers outstanding work ahead of deadlines, and proactively seeks ways to enhance the client experience. Serves as a role model for client management within the team.
2. Curated Effort for Each Client
Score 1-5: Providing personalized and dedicated effort to meet each client’s unique needs and expectations.
Score 1:
Criteria: Uses templates and the same CTA styles for every client. Uses similar ROI taglines and CTAs for every post and client. Doesn't personalize the tone based on the client's personality and background.?
Example: Delivers generic content that fails to capture the client's unique voice, industry, or target audience.
Score 2:
Criteria: Makes minimal adjustments to the copy based on the post idea and client tone. Personalizes CTAs and ROI initiatives based on the post topic but lacks depth and relevance.?
Example: Attempts to customize content but fails to effectively align with the client's brand, objectives, or industry best practices.
Score 3:
Criteria: Adjusts the copy based on the post idea and client tone. Personalizes CTAs and ROI initiatives based on the post topic. Checks the asset, published posts, and data reports to assess content success.
Example: Tailors content to the client's requirements but may not consistently capture their unique voice or optimize for engagement and ROI.
Score 4:
Criteria: Gets inspiration from the client's social platforms, blogs, and own writing. Does extra research on client info and social proof to add to the ROI CTAs.
Example: Effectively incorporates the client's brand voice, industry insights, and target audience preferences to create compelling, personalized content.
Score 5:
Criteria: Provides feedback for the team and always applies client feedback on all relevant posts. Goes above and beyond to understand the client's industry, competitors, and thought leadership to deliver exceptional content.
Example: Consistently delivers highly customized, engaging content that positions the client as an industry leader and drives measurable results. Proactively seeks opportunities to enhance the client's content strategy.
3. Attention to Detail
Score 1-5: Ensuring thoroughness and accuracy in all tasks including written, asynchronous communication.
Score 1:?
Criteria: The content writer consistently makes numerous errors, delivers work with glaring inaccuracies, and fails to proofread or edit their content effectively.?
Example: Submits posts with multiple spelling and grammatical mistakes, factual errors, and formatting issues that significantly detract from the quality and professionalism of the content.
Score 2:?
Criteria: The content writer frequently makes errors and oversights in their work, leading to inaccuracies and inconsistencies that require significant revisions.?
Example: Produces content with several spelling and grammatical errors, incorrect information, or inconsistent formatting that fails to meet the client's standards and requires extensive editing.
Score 3:?
Criteria: The content writer generally ensures accuracy and consistency in their work but may occasionally make minor errors or oversights that require correction.?
Example: Delivers content that is mostly error-free but may contain a few minor mistakes in spelling, grammar, or formatting that need to be addressed before submission to the client.
Score 4:?
Criteria: The content writer consistently demonstrates a strong attention to detail, delivering accurate, well-structured, and error-free work that meets the client's requirements.?
Example: Produces content that is free of spelling and grammatical errors, factually accurate, and adheres to the client's formatting and style guidelines, requiring minimal revisions.
Score 5:
Criteria: The content writer exhibits exceptional attention to detail, consistently delivering flawless, well-researched, and meticulously crafted content that exceeds the client's expectations.
Example: Submits content that is impeccable in terms of accuracy, grammar, formatting, and adherence to client guidelines, often going above and beyond to ensure the highest quality and requiring no further revisions.
4. Quick Improvement
Score 1-5: Demonstrates rapid enhancement of both soft and hard skills.
Score 1:
Criteria: The talent shows minimal improvement over time and requires frequent reminders and significant guidance to develop basic skills. They lack initiative in personal development and struggle to grasp new concepts or techniques.
Example: Continuously relies on basic training materials and fails to apply learned skills in practical scenarios, resulting in stagnant professional growth.
Score 2:
Criteria: The talent occasionally shows some improvement in their skills but lacks consistency. They are somewhat responsive to training but do not regularly practice or apply new skills independently.
Example: Makes slight adjustments to work habits after training sessions but soon reverts to old ways, showing sporadic and unreliable progress.
Score 3:
Criteria: The talent generally improves their skills at an average pace and is adequately proactive about learning. They engage with most training opportunities and begin to apply new skills to their work.
Example: Regularly attends training and gradually integrates new techniques into their tasks, though more complex skills may still pose challenges.
Score 4:
Criteria: The talent consistently seeks opportunities for self-improvement and rapidly integrates new skills into their professional repertoire. They show significant progress in both soft and hard skills, often going beyond basic requirements.
Example: Actively seeks out advanced training and quickly masters new tools and methodologies, noticeably enhancing their productivity and the quality of their work.
Score 5:
Criteria: The talent excels in their commitment to personal growth, mastering new skills quickly and efficiently. They set an example for others by continuously seeking learning opportunities and excelling in applying these new skills innovatively in their daily tasks.
Example: Pioneers the adoption of new techniques and consistently demonstrates advanced proficiency in a range of skills, significantly boosting their performance and inspiring colleagues with their adaptability and rapid development.
5. Collaboration
Score 1-5: Ability to work well with others and contribute effectively to team efforts.
Score 1:
Criteria: The talent struggles to work collaboratively and often fails to contribute meaningfully to team efforts. They may be unresponsive, uncooperative, or create conflicts that hinder team progress.
Example: Consistently misses team meetings, fails to communicate important information, and does not actively participate in group projects or discussions.
Score 2:
Criteria: The talent occasionally collaborates with others but may not consistently contribute to team efforts. They may sometimes be unresponsive or fail to communicate effectively, leading to missed opportunities for collaboration.
Example: Attends team meetings but does not actively engage in discussions or volunteer for tasks. May sometimes miss deadlines or fail to update team members on their progress.
Score 3:
Criteria: The talent generally works well with others and contributes to team efforts. They participate in team meetings and discussions, share information, and complete assigned tasks. However, they may not consistently go above and beyond to support their teammates or drive team success.
Example: Attends team meetings, shares ideas, and completes their assigned work. May occasionally assist teammates but does not proactively seek out opportunities to enhance team collaboration or performance.
Score 4:
Criteria: The talent consistently demonstrates strong collaboration skills and actively contributes to team efforts. They are responsive, communicative, and proactively seek ways to support their teammates and drive team success.
Example: Actively participates in team meetings, shares valuable insights, and volunteers for tasks. Consistently communicates progress, offers assistance to teammates, and goes above and beyond to ensure team goals are met.
Score 5:
Criteria: The talent excels at collaboration and is a key contributor to team success. They are highly responsive, proactively communicate, and consistently go above and beyond to support their teammates and drive exceptional results. They foster a positive team environment and inspire others to collaborate effectively.
Example: Proactively organizes and leads team meetings, shares game-changing ideas, and takes on additional responsibilities to support the team. Consistently helps teammates, ensures seamless communication, and drives innovative solutions that elevate team performance.
6. Punctuality
Score 1-5: Consistently being on time for meetings, deadlines, and deliverables.
Score 1:
Criteria: Does not meet task deadlines, joins meetings late, and fails to meet deliverables.
Example: Regularly misses deadlines and is frequently late to meetings, causing disruptions and delays in project timelines.
Score 2:
Criteria: Meets deadlines occasionally but inconsistently. Sometimes arrives on time for meetings. Regularly fails to meet deliverables.
Example: Often last to submit work, causing hold-ups. While sometimes punctual to meetings, reliability is not guaranteed.
Score 3:
Criteria: Generally meets deadlines and is usually on time for meetings. Meets basic expectations for deliverables but doesn't exceed them.
Example: Reliable in completing tasks on time and attending meetings as scheduled, performing adequately on all fronts without standing out.
Score 4:
Criteria: Consistently meets all deadlines and is always on time for meetings. Frequently delivers tasks ahead of schedule and maintains high reliability.
Example: Known for dependability, often finishing tasks before due dates and always prepared and punctual for meetings, enhancing team efficiency.
Score 5:
Criteria: Exceeds expectations by not only meeting all deadlines but also frequently submitting tasks well ahead of time. Never late for any meetings and consistently delivers more than is expected.
Example: Sets a high standard for punctuality and efficiency; their proactive nature and reliability in meeting and exceeding deadlines significantly boost team productivity and morale.
7. Technical Competence
Score 1-5: Possesses essential technical skills and knowledge, as per GrowthMasters standards.
Score 1:?
Criteria: The talent is unfamiliar or shows little understanding of GrowthMasters' latest methodologies and best practices, doesn't fully understand the client's business or target audience, and fails to balance virality and ROI in their content.?
Example: Produces content that is misaligned with GrowthMasters's standards, client objectives, and audience preferences, resulting in poor engagement and client dissatisfaction.
Criteria: The talent has a basic understanding of GrowthMasters' content creation methods but struggles to consistently apply them. They have a superficial grasp of the client's business and target audience and often fail to effectively balance virality and ROI in their content.?
Example: Creates content that partially aligns with GrowthMasters's standards and client objectives but lacks depth and fails to consistently resonate with the target audience or drive meaningful results.
Score 3:?
Criteria: The talent is familiar with and understands the GrowthMasters way of creating content, understands the client's business and target audience, and successfully triangulates client and audience needs while considering virality and ROI.?
Example: Produces content that adheres to GrowthMasters's standards, aligns with client objectives, and resonates with the target audience. However, they may not consistently optimize for both engagement and ROI.
Score 4:?
Criteria: The talent has a deep understanding of GrowthMasters' latest methodologies and best practices, collaborates effectively with the asset team and strategists, and provides valuable suggestions to ensure client and audience satisfaction.
?Example: Consistently creates content that excels in meeting GrowthMasters's standards, client objectives, and audience preferences. Proactively seeks opportunities to optimize content for engagement and ROI.
Score 5:?
Criteria: The talent demonstrates mastery of GrowthMasters' methodologies and best practices, continuously applies new techniques to comply with platform algorithms, collaborates seamlessly with the asset team and strategists, and excels at balancing viral performance and client retention.?
Example: Produces exceptional content that surpasses GrowthMasters's standards, client expectations, and audience engagement benchmarks. Proactively drives innovation in content creation and optimization, setting new standards for the team.
8. Availability and Industry Adaptability
Score 1-5: Readiness to take on new clients or projects, showing flexibility and reliability in availability.
Score 1:
Criteria: The talent commits to a certain workload but frequently fails to meet these commitments due to late deliverables. Their declared availability does not align with actual workload handling, and they often refuse clients based on personal dislike for the industry or other personal preferences, exhibiting a surface-level engagement with assigned tasks.
Example: Regularly misses deadlines despite previous commitments, avoids certain industries out of personal preference, and produces work lacking in depth and insight.
Score 2:
Criteria: The talent occasionally meets deadlines and is somewhat reliable in their availability but shows inconsistency. They accept tasks from various industries but do not consistently engage deeply with the content, citing personal circumstances or preferences as reasons for unavailability or substandard performance.
Example: Often meets initial deadlines but struggles to manage time effectively; their work does not always reflect a strong understanding of different industries' nuances.
Score 3:
Criteria: The talent generally meets agreed-upon deadlines and is reliable in their declared availability. They handle client diversity well, learning and adapting to various industries, and manage to maintain professionalism without letting personal preferences interfere with their commitments.
Example: Usually punctual and manages workload effectively; shows adaptability by producing content that enhances the client's standing in their industry.
Score 4:
Criteria: The talent is consistently punctual and handles emergency situations effectively without citing personal circumstances as a barrier. They lead in client interactions and are proactive in learning about different industries, ensuring their personal preferences do not affect professional responsibilities.
Example: Always meets deadlines, often taking on additional responsibilities; demonstrates comprehensive industry knowledge and exceptional adaptability in client dealings.
Score 5:
Criteria: The talent excels in managing their workload and consistently exceeds expectations in terms of availability and industry adaptability. They never allow personal preferences to interfere with their professional output and are seen as a benchmark for industry knowledge and client management.
Example: Delivers superior work ahead of schedule across various industries, proactively tackles emergencies, and leads by example in balancing personal circumstances with professional commitments.
9. Communication Skills
Score 1-5: Effective in expressing ideas and feedback, both synchronously and asynchronously.
Score 1:
Criteria: The talent often takes more than 24 hours to respond on Slack or Asana, communicates unclearly and imprecisely, and lacks proper English skills and structure in their messages. They require frequent prompting to provide complete updates and rarely clarify or contextualize their messages effectively.
Example: Regularly misses important messages, provides responses with grammatical errors and poor formatting, often requiring follow-up questions to understand their points fully.
Score 2:
Criteria: The talent occasionally responds within 24 hours but may leave messages incomplete or unclear. They sometimes use proper English and formatting but lack consistency across communications. They ask relevant questions but are not always thorough in addressing feedback or refining their messages.
Example: Provides timely responses intermittently but struggles with maintaining clear and structured communication. Messages may contain relevant information but lack the necessary detail or context for full clarity.
Score 3:
Criteria: The talent usually responds within 24 hours, uses appropriate English and maintains basic punctuation and formatting in their communications. They demonstrate a willingness to improve communication skills and generally provide complete messages that convey required information.
Example: Responses are mostly prompt and formatted correctly, with occasional lapses in detail or clarity. Actively works on conveying clear messages and often succeeds in providing comprehensive updates. Occasionally asks questions, helps team members, and sends messages proactively.?
Score 4:
Criteria: The talent consistently responds promptly and communicates clearly with well-structured and error-free messages. They proactively address feedback, refine communication abilities, and ensure messages are comprehensive and detailed, enhancing understanding across the team.
Example: Always provides quick and clear responses with excellent grammar and structure, offering detailed explanations and proactive updates that facilitate effective team collaboration. Asks and answers questions, helps team members, and sends messages proactively.?
Score 5:
Criteria: The talent excels in all aspects of communication, consistently delivering messages that are not only timely but also exceptionally clear and well-composed. They use precise English and flawless formatting to enhance readability and understanding. Their proactive and insightful communications significantly contribute to team dynamics and project success.
Example: Sets a high standard with their communication skills, ensuring all messages are insightful, fully detailed, and impeccably formatted. Their ability to articulate complex ideas clearly and concisely makes them a key communicator within the team. Excels at asking and answering questions, helping team members, and sending messages proactively.?
10. Improvisation Skills/Resourcefulness
Score 1-5: Ability to adapt and find creative solutions to unexpected challenges.
Score 1:
Criteria: The talent consistently needs reminders to implement or understand new initiatives, heavily relies on step-by-step instructions from managers, and lacks the critical thinking skills to improvise when faced with new challenges.
Example: Struggles to adapt when client feedback is sparse or when existing assets are limited, requiring extensive guidance and unable to take initiative in problem-solving.
Score 2:
Criteria: The talent occasionally implements new initiatives without strict guidance but may struggle to balance the nuances of their clients' needs, especially when facing limitations such as scarce feedback or inadequate assets.
Example: Sometimes adapts to new projects independently but often lacks creativity when existing resources are constrained, showing inconsistency in navigating challenges without detailed instructions.
Score 3:
Criteria: The talent can generally implement new initiatives without needing strict guidance, follow instructions and best practices while considering client nuances, and improvise effectively even when faced with limited client interaction or assets.
Example: Capably adapts to new projects with minimal guidance, efficiently uses available resources, and finds alternative solutions to overcome constraints related to client availability and asset limitations.
Score 4:
Criteria: The talent consistently shares clear plans and methodologies for successfully handling new initiatives, even in the absence of complete guidelines. They are adept at navigating challenges posed by limited client feedback and asset restrictions, offering unique tips and creative problem-solving strategies.
Example: Proactively develops and shares effective strategies for tackling new initiatives under constrained conditions, provides valuable insights to support team success, and enhances processes by introducing innovative solutions.
Score 5:
Criteria: The talent excels at developing and sharing innovative, comprehensive plans and methodologies for handling new initiatives, setting a high standard for the team. They effectively use limited resources to produce exceptional results and share groundbreaking tips that significantly boost team performance.
Example: Consistently delivers cutting-edge strategies and adapts to challenges such as limited client feedback or assets with ease, providing transformative insights that elevate team success and drive continuous improvement in project execution.
11. Self-Improvement
Score 1-5: Actively seeks and engages in learning opportunities to grow professionally, both through company resources and independent efforts.
Score 1:
Criteria: The talent shows little interest in self-driven learning or professional development. They rarely engage in discussions or seek new knowledge, relying solely on occasional mandatory training.
Example: Demonstrates minimal interest in professional growth; ignores opportunities to learn outside of required training and does not participate in discussions about new methodologies or industry trends.
Score 2:
Criteria: The talent occasionally explores learning opportunities but lacks consistency. They might ask questions during sessions or read articles but do not make a regular habit of enhancing their knowledge or skills outside of structured settings.
Example: Shows some interest in new techniques and participates in scheduled training but seldom engages with learning resources on their own or applies learned concepts consistently.
Score 3:
Criteria: The talent regularly takes part in both company-sponsored and personal learning activities. They show curiosity and are proactive about applying new knowledge to their work.
Example: Actively seeks out and utilizes a variety of learning resources—such as online courses, industry articles, and internal training—to enhance professional skills. Regularly discusses new ideas and best practices with peers.
Score 4:
Criteria: The talent is highly committed to continuous learning, frequently engaging in self-directed education alongside formal training. They incorporate advanced knowledge into their daily responsibilities and share insights with the team.
Example: Consistently expands expertise through professional workshops, webinars, thought leader articles, and independent research. Regularly introduces new concepts and tools to the team, enhancing collective knowledge.
Score 5:
Criteria: The talent excels in self-driven learning and professional development, setting a high standard within the team. They are a resource for others, offering insights from a wide range of sources including books, courses, webinars, thought leaders, and professional networks.
Example: Leads by example in personal development, using advanced studies and diverse learning experiences to pioneer innovative practices. Actively drives team growth by mentoring others and promoting a culture of knowledge-sharing and continuous improvement.
12. Data-Driven Content Decisions
Score 1-5: Demonstrates the ability to effectively use data to inform content creation and strategy decisions.
Score 1:
Criteria: The talent rarely uses data to guide their content decisions. They overlook patterns in engagement and feedback, and generally do not modify content based on data insights.
Example: Ignores engagement metrics and feedback reports; repeatedly uses content types that have previously underperformed without trying to understand audience preferences or platform norms.
Score 2:
Criteria: The talent occasionally considers data in content creation but lacks a systematic approach. They might note some patterns or feedback but do not consistently apply these insights to improve content quality or engagement.
Example: Sometimes checks how posts perform but fails to apply findings consistently or to explore deeper insights into why certain types of content succeed or fail.
Score 3:
Criteria: The talent regularly reviews engagement data and audience feedback and starts to apply these insights to adjust their content strategy. They are developing a better understanding of what content works best for different clients and platforms.
Example: Often identifies what types of posts generate engagement and uses this information to tweak content. Begins to differentiate strategies for LinkedIn versus other platforms, but may not yet fully optimize content based on these distinctions.
Score 4:
Criteria: The talent consistently uses data to inform their content choices, showing a strong ability to adapt and innovate based on audience engagement and platform trends. They actively analyze competitor successes and are proficient in adjusting strategies to client preferences and feedback.
Example: Regularly analyzes engagement patterns, competitor strategies, and client feedback to refine content approach. Successfully employs trend-jacking and tailors content formats specifically suited to LinkedIn, avoiding less effective formats like brochures.
Score 5:
Criteria: The talent excels in leveraging data to drive content strategy decisions, setting benchmarks for data utilization within the team. They expertly navigate platform algorithms, predict trends, and consistently deliver content that maximizes client approval and audience engagement.
Example: Pioneers advanced data analysis techniques to forecast trends and optimize content. Their strategies result in high engagement rates and frequent client approvals, effectively using data to transform theoretical insights into practical, successful content outcomes.
Final Scoring
Calculation of Final Score
Method: The final score is calculated by averaging all the individual attribute scores:
Formula: Final Score = (Sum of all attribute scores) / (Number of attributes)
Rounding: This score should be rounded to the nearest whole number to maintain consistency with the 1-5 scale used for each attribute.
Final Scoring Interpretation
Score 1:
Criteria: Indicates severe deficiencies requiring immediate attention. The talent needs focused support and development to meet basic performance standards. Efforts are recognized, and it’s understood that improvement is a journey.
Example: Regularly scores low, showing a need for significant development. Their willingness to try is acknowledged, and structured support is recommended to help build fundamental skills.
Score 2:
Criteria: Demonstrates some understanding but is not yet effective across several areas. This score highlights the need for considerable improvement; however, the talent’s ongoing efforts to improve demonstrate their commitment to growth.
Example: Shows potential in some areas but still struggles with many aspects of effective performance. Their active attempts to improve are valued, and continued support is crucial.
Score 3:
Criteria: Meets the minimum acceptable standards but is not yet a solid performer. Significant enhancements are needed to truly succeed. The talent’s dedication to improving and willingness to tackle these challenges are positively noted.
Example: Manages basic tasks and is working to improve. Effort and intent to develop further are clear and encouraged, highlighting a path toward greater success.
Score 4:
Criteria: Represents a strong performance level with proficiency demonstrated in most areas. There are minor areas for improvement, but overall, the talent shows good capability and effectiveness. Efforts to refine skills are evident and praised.
Example: Generally scores well and is proactive about personal development. Minor areas for improvement exist, and continued diligence in addressing these will help solidify their high performance.
Score 5:
Criteria: Signifies exceptional performance and mastery over all key competencies, consistently exceeding expectations. The talent’s hard work, commitment to excellence, and proactive efforts are major contributors to their success and the success of the clients and the team.
Example: Excels in every aspect, providing a model of outstanding performance and efficiency. Their dedication and meticulous effort in achieving excellence are commendable and set a benchmark for others.
Final Scoring Summary
Client Management -?
Curated Effort for Each Client -?
Attention to Detail -?
Quick Improvement -?
Collaboration -?
Punctuality -?
Technical Competence -?
Availability and Industry Adaptability -?
Communication Skills -?
Improvisation Skills/Resourcefulness -?
Self-Improvement -?
Data-Driven Content Decisions -?
Final Score =?
Feedback and Development:
Discussion: Talent should use their self-assessments and final scores as foundations for discussions with their supervisors to develop performance improvement plans.
Targeted Development: Focus particularly on areas where scores are lower to formulate specific strategies for development, which may include training sessions, mentorship opportunities, and practical projects to enhance relevant skills.
Regular Review:
Continuous Assessment: Talent should conduct these self-assessments monthly to monitor their progress and dynamically adjust their personal development plans.
Adaptation: This continual evaluation helps maintain a focus on personal and professional growth and adapt to any shifts in role expectations or organizational goals.
Content Assets Scorecard
1. Client Management
Score 1-5: Capability to handle client needs, feedback, and revisions efficiently, effectively, and definitively.
Score 1:
?Criteria: The asset designer struggles to understand and address client needs, often failing to respond to feedback or make necessary revisions. They lack the skills to effectively manage client expectations and deliver satisfactory results.?
Example: Consistently misses deadlines, ignores client feedback, and delivers subpar assets that fail to meet client requirements.
Score 2:?
Criteria: The asset designer occasionally addresses client needs and feedback but lacks consistency and thoroughness. Revisions are made but may not fully meet client expectations or resolve all issues.?
Example: Responds to some client requests but often needs reminders and guidance. Revisions are made but may not fully address all concerns or maintain the desired quality.
Score 3:?
Criteria: The asset designer generally handles client needs and feedback adequately, making revisions as needed. However, their efficiency and effectiveness in managing client expectations and delivering definitive results are inconsistent.?
Example: Addresses most client needs and makes revisions, but may sometimes miss deadlines or require multiple rounds of feedback to achieve satisfactory results.
Score 4:?
Criteria: The asset designer consistently demonstrates the ability to handle client needs, feedback, and revisions efficiently and effectively. They proactively manage client expectations and deliver high-quality results with minimal supervision.?
Example: Regularly meets deadlines, incorporates client feedback seamlessly, and delivers assets that meet or exceed client expectations. Proactively communicates with clients to ensure satisfaction.
Score 5:?
Criteria: The asset designer excels in managing client needs, feedback, and revisions. They anticipate client requirements, deliver exceptional results, and go above and beyond to ensure client satisfaction. Their efficiency and effectiveness in handling client management are exemplary.?
Example: Consistently exceeds client expectations, delivers outstanding assets ahead of deadlines, and proactively seeks ways to enhance the client experience. Serves as a role model for client management within the team.
2. Curated Effort for Each Client
Score 1-5: Providing personalized and dedicated effort to meet each client’s unique needs and expectations.
Score 1:?
Criteria: Unable to fully understand the client's branding style, resulting in inconsistencies across assets. Creates the same design layout across all client assets, lacking creativity and customization. Doesn't conduct thorough quality assurance checks before submitting the final output, leading to errors and oversights.?
Example: Submits assets with mismatched colors, fonts, or styles that conflict with the client's brand guidelines. Uses generic templates without tailoring them to the client's specific needs.
Score 2:?
Criteria: Demonstrates basic understanding of strategist's or client's instructions, ensuring alignment with the client's goals. Includes proper credit/source or client trademark in the assets to maintain brand integrity and compliance. Conducts basic quality checks, such as grammar and consistency, to ensure polished final deliverables.?
Example: Creates assets that generally adhere to the client's branding but may lack distinctive elements or customization. Ensures correct attribution and branding elements are present but may overlook finer details.
Score 3:?
Criteria: Actively seeks design inspirations from various sources and stays updated with current design trends. Explores and integrates diverse asset types, such as animated gifs and videos, to enhance visual storytelling and engagement. Provides valuable suggestions and insights for improving the design of assets.?
Example: Incorporates relevant design trends and techniques to create visually appealing assets that align with the client's brand. Experiments with different formats to deliver engaging content while maintaining brand consistency.
Score 4:
Criteria: Consistently delivers assets that perfectly capture the client's unique branding style and messaging. Tailors each asset to the client's specific goals and target audience, demonstrating a deep understanding of their needs. Conducts thorough quality assurance checks to ensure error-free and polished final deliverables.?
Example: Creates highly customized assets that seamlessly integrate the client's brand elements, colors, and tone. Adapts designs to optimize for different platforms and audiences, resulting in highly effective visual communication.
Score 5:?
Criteria: Excels in creating innovative and impactful assets that surpass client expectations. Proactively explores cutting-edge design techniques and technologies to deliver groundbreaking visual experiences. Provides strategic insights and recommendations that significantly elevate the client's brand presence and engagement.?
Example: Develops game-changing asset concepts that redefine the client's visual identity and set new industry benchmarks. Collaborates closely with the client to understand their vision and delivers assets that exceed their expectations in terms of creativity, effectiveness, and brand alignment.
3. Attention to Detail
Score 1-5: Ensuring thoroughness and accuracy in all tasks including written, asynchronous communication.
Score 1:?
Criteria: The asset designer consistently overlooks important details, resulting in numerous errors and inaccuracies in their work. Their communication lacks clarity and coherence, leading to confusion and misunderstandings.?
Example: Submits assets with multiple spelling and grammatical errors, fails to follow formatting guidelines, and provides unclear or incomplete information in written communication.
Score 2:?
Criteria: The asset designer occasionally misses important details, resulting in some errors and inconsistencies in their work. Their communication sometimes lacks clarity or fails to convey all necessary information.?
Example: Submits assets with a few errors or inconsistencies, occasionally omits relevant details, and provides communication that may require further clarification.
Score 3:?
Criteria: The asset designer generally ensures thoroughness and accuracy in their work, with only minor errors or oversights. Their communication is usually clear and coherent but may sometimes lack specific details or require follow-up.?
Example: Submits assets that are mostly accurate and well-formatted, with occasional minor errors. Provides communication that is generally clear but may require additional information in some instances.
Score 4:?
Criteria: The asset designer consistently demonstrates a high level of attention to detail, producing thorough and accurate work with minimal errors. Their communication is clear, concise, and effectively conveys all necessary information.?
Example: Submits assets that are consistently accurate, well-structured, and adhere to all guidelines. Provides communication that is clear, comprehensive, and rarely requires follow-up or clarification.
Score 5:?
Criteria: The asset designer exhibits exceptional attention to detail, consistently delivering work that is virtually error-free and exceeds expectations in terms of thoroughness and accuracy. Their communication is exemplary, providing clear, precise, and comprehensive information that anticipates and addresses potential questions or concerns.?
Example: Submits assets that are flawless, meticulously formatted, and go above and beyond requirements. Provides communication that is exceptionally clear, detailed, and proactively addresses all relevant aspects of the topic at hand.
4. Quick Improvement
Score 1-5: Demonstrates rapid enhancement of both soft and hard skills.
Score 1:
Criteria: The talent shows minimal improvement over time and requires frequent reminders and significant guidance to develop basic skills. They lack initiative in personal development and struggle to grasp new concepts or techniques.
Example: Continuously relies on basic training materials and fails to apply learned skills in practical scenarios, resulting in stagnant professional growth.
Score 2:
Criteria: The talent occasionally shows some improvement in their skills but lacks consistency. They are somewhat responsive to training but do not regularly practice or apply new skills independently.
Example: Makes slight adjustments to work habits after training sessions but soon reverts to old ways, showing sporadic and unreliable progress.
Score 3:
Criteria: The talent generally improves their skills at an average pace and is adequately proactive about learning. They engage with most training opportunities and begin to apply new skills to their work.
Example: Regularly attends training and gradually integrates new techniques into their tasks, though more complex skills may still pose challenges.
Score 4:
Criteria: The talent consistently seeks opportunities for self-improvement and rapidly integrates new skills into their professional repertoire. They show significant progress in both soft and hard skills, often going beyond basic requirements.
Example: Actively seeks out advanced training and quickly masters new tools and methodologies, noticeably enhancing their productivity and the quality of their work.
Score 5:
Criteria: The talent excels in their commitment to personal growth, mastering new skills quickly and efficiently. They set an example for others by continuously seeking learning opportunities and excelling in applying these new skills innovatively in their daily tasks.
Example: Pioneers the adoption of new techniques and consistently demonstrates advanced proficiency in a range of skills, significantly boosting their performance and inspiring colleagues with their adaptability and rapid development.
5. Collaboration
Score 1-5: Ability to work well with others and contribute effectively to team efforts.
Score 1:
Criteria: The talent struggles to work collaboratively and often fails to contribute meaningfully to team efforts. They may be unresponsive, uncooperative, or create conflicts that hinder team progress.
Example: Consistently misses team meetings, fails to communicate important information, and does not actively participate in group projects or discussions.
Score 2:
Criteria: The talent occasionally collaborates with others but may not consistently contribute to team efforts. They may sometimes be unresponsive or fail to communicate effectively, leading to missed opportunities for collaboration.
Example: Attends team meetings but does not actively engage in discussions or volunteer for tasks. May sometimes miss deadlines or fail to update team members on their progress.
Score 3:
Criteria: The talent generally works well with others and contributes to team efforts. They participate in team meetings and discussions, share information, and complete assigned tasks. However, they may not consistently go above and beyond to support their teammates or drive team success.
Example: Attends team meetings, shares ideas, and completes their assigned work. May occasionally assist teammates but does not proactively seek out opportunities to enhance team collaboration or performance.
Score 4:
Criteria: The talent consistently demonstrates strong collaboration skills and actively contributes to team efforts. They are responsive, communicative, and proactively seek ways to support their teammates and drive team success.
Example: Actively participates in team meetings, shares valuable insights, and volunteers for tasks. Consistently communicates progress, offers assistance to teammates, and goes above and beyond to ensure team goals are met.
Score 5:
Criteria: The talent excels at collaboration and is a key contributor to team success. They are highly responsive, proactively communicate, and consistently go above and beyond to support their teammates and drive exceptional results. They foster a positive team environment and inspire others to collaborate effectively.
Example: Proactively organizes and leads team meetings, shares game-changing ideas, and takes on additional responsibilities to support the team. Consistently helps teammates, ensures seamless communication, and drives innovative solutions that elevate team performance.
6. Punctuality
Score 1-5: Consistently being on time for meetings, deadlines, and deliverables.
Score 1:
Criteria: Does not meet task deadlines, joins meetings late, and fails to meet deliverables.
Example: Regularly misses deadlines and is frequently late to meetings, causing disruptions and delays in project timelines.
Score 2:
Criteria: Meets deadlines occasionally but inconsistently. Sometimes arrives on time for meetings. Regularly fails to meet deliverables.
Example: Often last to submit work, causing hold-ups. While sometimes punctual to meetings, reliability is not guaranteed.
Score 3:
Criteria: Generally meets deadlines and is usually on time for meetings. Meets basic expectations for deliverables but doesn't exceed them.
Example: Reliable in completing tasks on time and attending meetings as scheduled, performing adequately on all fronts without standing out.
Score 4:
Criteria: Consistently meets all deadlines and is always on time for meetings. Frequently delivers tasks ahead of schedule and maintains high reliability.
Example: Known for dependability, often finishing tasks before due dates and always prepared and punctual for meetings, enhancing team efficiency.
Score 5:
Criteria: Exceeds expectations by not only meeting all deadlines but also frequently submitting tasks well ahead of time. Never late for any meetings and consistently delivers more than is expected.
Example: Sets a high standard for punctuality and efficiency; their proactive nature and reliability in meeting and exceeding deadlines significantly boost team productivity and morale.
7. Technical Competence
Score 1-5: Possesses essential technical skills and knowledge, as per GrowthMasters standards.
Score 1:?
Criteria: The asset designer lacks basic understanding of design principles, tools, and techniques. They struggle to create visually appealing and effective assets that align with GrowthMasters' standards and client requirements.?
Example: Produces low-quality designs with poor composition, color choices, and typography. Has difficulty using essential design software and fails to grasp fundamental design concepts.
Score 2:?
Criteria: The asset designer demonstrates a basic understanding of design principles and tools but lacks proficiency in applying them consistently. Their designs meet minimum requirements but often lack creativity, sophistication, or adherence to best practices.?
Example: Creates functional but uninspired designs that fail to fully capture the client's brand or messaging. Struggles with advanced design techniques and may require frequent guidance or revisions.
Score 3:?
Criteria: The asset designer possesses a solid foundation in design principles and tools, consistently creating assets that meet GrowthMasters' standards. They demonstrate competence in applying design techniques and delivering work that aligns with client expectations.?
Example: Produces visually appealing and technically sound designs that effectively communicate the intended message. Proficiently uses design software and incorporates best practices into their work.
Score 4:?
Criteria: The asset designer exhibits advanced technical skills and a deep understanding of design principles. They consistently create high-quality, innovative assets that exceed GrowthMasters' standards and client expectations. They stay up-to-date with industry trends and proactively apply new techniques to enhance their work.?
Example: Develops visually stunning and highly effective designs that captivate audiences and drive engagement. Seamlessly integrates advanced design techniques and pushes creative boundaries while maintaining technical excellence.
Score 5:?
Criteria: The asset designer is a master of their craft, possessing exceptional technical skills and an unparalleled understanding of design principles. They consistently deliver groundbreaking, world-class assets that set new industry benchmarks and significantly surpass GrowthMasters' standards and client expectations. They are recognized as a thought leader in design and actively contribute to the advancement of the field.?
Example: Creates revolutionary designs that redefine visual communication standards and leave a lasting impact on clients and audiences alike. Pioneers innovative techniques and consistently pushes the boundaries of what is possible in design, inspiring and mentoring others in the process.
8. Availability and Industry Adaptability
Score 1-5: Readiness to take on new clients or projects, showing flexibility and reliability in availability.
Score 1:
Criteria: The talent commits to a certain workload but frequently fails to meet these commitments due to late deliverables. Their declared availability does not align with actual workload handling, and they often refuse clients based on personal dislike for the industry or other personal preferences, exhibiting a surface-level engagement with assigned tasks.
Example: Regularly misses deadlines despite previous commitments, avoids certain industries out of personal preference, and produces work lacking in depth and insight.
Score 2:
Criteria: The talent occasionally meets deadlines and is somewhat reliable in their availability but shows inconsistency. They accept tasks from various industries but do not consistently engage deeply with the content, citing personal circumstances or preferences as reasons for unavailability or substandard performance.
Example: Often meets initial deadlines but struggles to manage time effectively; their work does not always reflect a strong understanding of different industries' nuances.
Score 3:
Criteria: The talent generally meets agreed-upon deadlines and is reliable in their declared availability. They handle client diversity well, learning and adapting to various industries, and manage to maintain professionalism without letting personal preferences interfere with their commitments.
Example: Usually punctual and manages workload effectively; shows adaptability by producing content that enhances the client's standing in their industry.
Score 4:
Criteria: The talent is consistently punctual and handles emergency situations effectively without citing personal circumstances as a barrier. They lead in client interactions and are proactive in learning about different industries, ensuring their personal preferences do not affect professional responsibilities.
Example: Always meets deadlines, often taking on additional responsibilities; demonstrates comprehensive industry knowledge and exceptional adaptability in client dealings.
Score 5:
Criteria: The talent excels in managing their workload and consistently exceeds expectations in terms of availability and industry adaptability. They never allow personal preferences to interfere with their professional output and are seen as a benchmark for industry knowledge and client management.
Example: Delivers superior work ahead of schedule across various industries, proactively tackles emergencies, and leads by example in balancing personal circumstances with professional commitments.
9. Communication Skills
Score 1-5: Effective in expressing ideas and feedback, both synchronously and asynchronously.
Score 1:
Criteria: The talent often takes more than 24 hours to respond on Slack or Asana, communicates unclearly and imprecisely, and lacks proper English skills and structure in their messages. They require frequent prompting to provide complete updates and rarely clarify or contextualize their messages effectively.
Example: Regularly misses important messages, provides responses with grammatical errors and poor formatting, often requiring follow-up questions to understand their points fully.
Score 2:
Criteria: The talent occasionally responds within 24 hours but may leave messages incomplete or unclear. They sometimes use proper English and formatting but lack consistency across communications. They ask relevant questions but are not always thorough in addressing feedback or refining their messages.
Example: Provides timely responses intermittently but struggles with maintaining clear and structured communication. Messages may contain relevant information but lack the necessary detail or context for full clarity.
Score 3:
Criteria: The talent usually responds within 24 hours, uses appropriate English and maintains basic punctuation and formatting in their communications. They demonstrate a willingness to improve communication skills and generally provide complete messages that convey required information.
Example: Responses are mostly prompt and formatted correctly, with occasional lapses in detail or clarity. Actively works on conveying clear messages and often succeeds in providing comprehensive updates. Occasionally asks questions, helps team members, and sends messages proactively.?
Score 4:
Criteria: The talent consistently responds promptly and communicates clearly with well-structured and error-free messages. They proactively address feedback, refine communication abilities, and ensure messages are comprehensive and detailed, enhancing understanding across the team.
Example: Always provides quick and clear responses with excellent grammar and structure, offering detailed explanations and proactive updates that facilitate effective team collaboration. Asks and answers questions, helps team members, and sends messages proactively.?
Score 5:
Criteria: The talent excels in all aspects of communication, consistently delivering messages that are not only timely but also exceptionally clear and well-composed. They use precise English and flawless formatting to enhance readability and understanding. Their proactive and insightful communications significantly contribute to team dynamics and project success.
Example: Sets a high standard with their communication skills, ensuring all messages are insightful, fully detailed, and impeccably formatted. Their ability to articulate complex ideas clearly and concisely makes them a key communicator within the team. Excels at asking and answering questions, helping team members, and sending messages proactively.?
10. Improvisation Skills/Resourcefulness
Score 1-5: Ability to adapt and find creative solutions to unexpected challenges.
Score 1:
Criteria: The talent consistently needs reminders to implement or understand new initiatives, heavily relies on step-by-step instructions from managers, and lacks the critical thinking skills to improvise when faced with new challenges.
Example: Struggles to adapt when client feedback is sparse or when existing assets are limited, requiring extensive guidance and unable to take initiative in problem-solving.
Score 2:
Criteria: The talent occasionally implements new initiatives without strict guidance but may struggle to balance the nuances of their clients' needs, especially when facing limitations such as scarce feedback or inadequate assets.
Example: Sometimes adapts to new projects independently but often lacks creativity when existing resources are constrained, showing inconsistency in navigating challenges without detailed instructions.
Score 3:
Criteria: The talent can generally implement new initiatives without needing strict guidance, follow instructions and best practices while considering client nuances, and improvise effectively even when faced with limited client interaction or assets.
Example: Capably adapts to new projects with minimal guidance, efficiently uses available resources, and finds alternative solutions to overcome constraints related to client availability and asset limitations.
Score 4:
Criteria: The talent consistently shares clear plans and methodologies for successfully handling new initiatives, even in the absence of complete guidelines. They are adept at navigating challenges posed by limited client feedback and asset restrictions, offering unique tips and creative problem-solving strategies.
Example: Proactively develops and shares effective strategies for tackling new initiatives under constrained conditions, provides valuable insights to support team success, and enhances processes by introducing innovative solutions.
Score 5:
Criteria: The talent excels at developing and sharing innovative, comprehensive plans and methodologies for handling new initiatives, setting a high standard for the team. They effectively use limited resources to produce exceptional results and share groundbreaking tips that significantly boost team performance.
Example: Consistently delivers cutting-edge strategies and adapts to challenges such as limited client feedback or assets with ease, providing transformative insights that elevate team success and drive continuous improvement in project execution.
11. Self-Improvement
Score 1-5: Actively seeks and engages in learning opportunities to grow professionally, both through company resources and independent efforts.
Score 1:
Criteria: The talent shows little interest in self-driven learning or professional development. They rarely engage in discussions or seek new knowledge, relying solely on occasional mandatory training.
Example: Demonstrates minimal interest in professional growth; ignores opportunities to learn outside of required training and does not participate in discussions about new methodologies or industry trends.
Score 2:
Criteria: The talent occasionally explores learning opportunities but lacks consistency. They might ask questions during sessions or read articles but do not make a regular habit of enhancing their knowledge or skills outside of structured settings.
Example: Shows some interest in new techniques and participates in scheduled training but seldom engages with learning resources on their own or applies learned concepts consistently.
Score 3:
Criteria: The talent regularly takes part in both company-sponsored and personal learning activities. They show curiosity and are proactive about applying new knowledge to their work.
Example: Actively seeks out and utilizes a variety of learning resources—such as online courses, industry articles, and internal training—to enhance professional skills. Regularly discusses new ideas and best practices with peers.
Score 4:
Criteria: The talent is highly committed to continuous learning, frequently engaging in self-directed education alongside formal training. They incorporate advanced knowledge into their daily responsibilities and share insights with the team.
Example: Consistently expands expertise through professional workshops, webinars, thought leader articles, and independent research. Regularly introduces new concepts and tools to the team, enhancing collective knowledge.
Score 5:
Criteria: The talent excels in self-driven learning and professional development, setting a high standard within the team. They are a resource for others, offering insights from a wide range of sources including books, courses, webinars, thought leaders, and professional networks.
Example: Leads by example in personal development, using advanced studies and diverse learning experiences to pioneer innovative practices. Actively drives team growth by mentoring others and promoting a culture of knowledge-sharing and continuous improvement.
12. Data-Driven Content Decisions
Score 1-5: Demonstrates the ability to effectively use data to inform content creation and strategy decisions.
Score 1:
Criteria: The talent rarely uses data to guide their content decisions. They overlook patterns in engagement and feedback, and generally do not modify content based on data insights.
Example: Ignores engagement metrics and feedback reports; repeatedly uses content types that have previously underperformed without trying to understand audience preferences or platform norms.
Score 2:
Criteria: The talent occasionally considers data in content creation but lacks a systematic approach. They might note some patterns or feedback but do not consistently apply these insights to improve content quality or engagement.
Example: Sometimes checks how posts perform but fails to apply findings consistently or to explore deeper insights into why certain types of content succeed or fail.
Score 3:
Criteria: The talent regularly reviews engagement data and audience feedback and starts to apply these insights to adjust their content strategy. They are developing a better understanding of what content works best for different clients and platforms.
Example: Often identifies what types of posts generate engagement and uses this information to tweak content. Begins to differentiate strategies for LinkedIn versus other platforms, but may not yet fully optimize content based on these distinctions.
Score 4:
Criteria: The talent consistently uses data to inform their content choices, showing a strong ability to adapt and innovate based on audience engagement and platform trends. They actively analyze competitor successes and are proficient in adjusting strategies to client preferences and feedback.
Example: Regularly analyzes engagement patterns, competitor strategies, and client feedback to refine content approach. Successfully employs trend-jacking and tailors content formats specifically suited to LinkedIn, avoiding less effective formats like brochures.
Score 5:
Criteria: The talent excels in leveraging data to drive content strategy decisions, setting benchmarks for data utilization within the team. They expertly navigate platform algorithms, predict trends, and consistently deliver content that maximizes client approval and audience engagement.
Example: Pioneers advanced data analysis techniques to forecast trends and optimize content. Their strategies result in high engagement rates and frequent client approvals, effectively using data to transform theoretical insights into practical, successful content outcomes.
Final Scoring
Calculation of Final Score
Method: The final score is calculated by averaging all the individual attribute scores:
Formula: Final Score = (Sum of all attribute scores) / (Number of attributes)
Rounding: This score should be rounded to the nearest whole number to maintain consistency with the 1-5 scale used for each attribute.
Final Scoring Interpretation
Score 1:
Criteria: Indicates severe deficiencies requiring immediate attention. The talent needs focused support and development to meet basic performance standards. Efforts are recognized, and it’s understood that improvement is a journey.
Example: Regularly scores low, showing a need for significant development. Their willingness to try is acknowledged, and structured support is recommended to help build fundamental skills.
Score 2:
Criteria: Demonstrates some understanding but is not yet effective across several areas. This score highlights the need for considerable improvement; however, the talent’s ongoing efforts to improve demonstrate their commitment to growth.
Example: Shows potential in some areas but still struggles with many aspects of effective performance. Their active attempts to improve are valued, and continued support is crucial.
Score 3:
Criteria: Meets the minimum acceptable standards but is not yet a solid performer. Significant enhancements are needed to truly succeed. The talent’s dedication to improving and willingness to tackle these challenges are positively noted.
Example: Manages basic tasks and is working to improve. Effort and intent to develop further are clear and encouraged, highlighting a path toward greater success.
Score 4:
Criteria: Represents a strong performance level with proficiency demonstrated in most areas. There are minor areas for improvement, but overall, the talent shows good capability and effectiveness. Efforts to refine skills are evident and praised.
Example: Generally scores well and is proactive about personal development. Minor areas for improvement exist, and continued diligence in addressing these will help solidify their high performance.
Score 5:
Criteria: Signifies exceptional performance and mastery over all key competencies, consistently exceeding expectations. The talent’s hard work, commitment to excellence, and proactive efforts are major contributors to their success and the success of the clients and the team.
Example: Excels in every aspect, providing a model of outstanding performance and efficiency. Their dedication and meticulous effort in achieving excellence are commendable and set a benchmark for others.
Final Scoring Summary
Client Management -?
Curated Effort for Each Client -?
Attention to Detail -?
Quick Improvement -?
Collaboration -?
Punctuality -?
Technical Competence -?
Availability and Industry Adaptability -?
Communication Skills -?
Improvisation Skills/Resourcefulness -?
Self-Improvement -?
Data-Driven Content Decisions -?
Final Score =?
Feedback and Development:
Discussion: Talent should use their self-assessments and final scores as foundations for discussions with their supervisors to develop performance improvement plans.
Targeted Development: Focus particularly on areas where scores are lower to formulate specific strategies for development, which may include training sessions, mentorship opportunities, and practical projects to enhance relevant skills.
Regular Review:
Continuous Assessment: Talent should conduct these self-assessments monthly to monitor their progress and dynamically adjust their personal development plans.
Adaptation: This continual evaluation helps maintain a focus on personal and professional growth and adapt to any shifts in role expectations or organizational goals.
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