Efficiency RatingEfficiency Rating (ER) is a calibrated measure of demonstrated impact within a defined area of influence.
ER does not measure your value as a person. It measures the impact you demonstrate through real work, decisions, outcomes, and evidence.
Section 1
What does ER actually answer?
ER helps answer one focused question: 'What impact can this person demonstrate in the area they can actually influence?'
Area of Influence
Action
Outcome
Evidence
ER
A person should not be measured against an outcome they cannot realistically influence.
Example
A planner should not automatically be measured by total production tons if the planner does not directly control production. ER should reflect the person's actual area of influence.Section 2
What ER measures
These are not isolated personal traits. They are dimensions used to understand demonstrated impact from real work.
Impact
How significant was the change created?
Evidence
How strong and verifiable is the proof?
Repeatability
Can the result be reproduced consistently?
Complexity
How difficult or complex was the problem?
Value
What value was created, protected, recovered, or enabled?
Waste Elimination
How much unnecessary effort, time, cost, delay, or complexity was removed?
Section 3
ER starts with real work
ER is not something you claim. ER is something you demonstrate.
Observation
Action
Outcome
Evidence
Demonstrated Impact
ER
ER becomes meaningful when a person has real evidence of what they have done. Examples of evidence:
Section 4
Show what you created.
ER should not be based only on self-declaration. Evidence is what turns a claim into demonstrated impact.
Claim
"I improved the process."
Evidence
- Before: X
- Action: Y
- After: Z
- Evidence: verified measurement
Don't just claim impact. Show the evidence.
Section 5
ER is dynamic
ER should evolve as demonstrated capability evolves. It should not be permanently fixed.
Demonstrated Work
New Evidence
Calibration
Updated ER
New evidence can:
- Strengthen the signal
- Demonstrate repeatability
- Show increased complexity handled
- Demonstrate broader impact
- Reveal new areas of capability
One successful action should not automatically define a person's entire capability. Repeated demonstrated results are stronger evidence than a single isolated achievement.
Section 6
ER and area of influence
ER should always be interpreted in context. The same person can demonstrate different levels of impact in different areas.
Do not imply that one number completely defines a person. The context matters.
Section 7
ER is not about working more
More work does not automatically mean more impact. Sometimes the strongest result comes from eliminating unnecessary work.
Less unnecessary effort
Better or equal outcome
Higher Efficiency Impact
The goal is not to reward people for being busy. The goal is to recognize people who create better outcomes.
Section 8
ER and learning
ER should not only look backward. It should support learning.
Before
Action
After
Evidence
Learning
The learning can become future evidence of capability. This means ER can become stronger through demonstrated learning and repeated application.
Section 9
ER levels
ER calibration is currently being developed and validated through real-world evidence.
Conceptual ER scale — methodology under development
Emerging Impact
Strong Impact
High Impact
Exceptional Impact
These thresholds are conceptual and not final. The methodology will be refined as more real-world evidence is collected.
Section 10
ER example
One simple real-world example of how demonstrated impact becomes evidence of capability.
Problem
A process repeatedly creates unnecessary waiting.
Observe
The waiting occurs repeatedly.
Understand
The delay is caused by a specific process dependency.
Action
The dependency is redesigned.
Outcome
Waiting time decreases.
Evidence
Before/after measurements confirm the improvement.
Repeatability
The improvement remains stable over time.
ER
The demonstrated impact becomes evidence of capability.
ER helps turn professional activity into evidence of demonstrated capability.
For the person
Understand what you actually create and where you have demonstrated capability.
For the organization
Understand where people create measurable impact and where capability exists.
For talent discovery
See demonstrated capability instead of relying only on CV and LinkedIn claims.
The individual is not the product. ER exists to make demonstrated capability more visible and understandable.
Don't tell us what you can do. Show us what you have demonstrated.
ER does not define your value. It makes your demonstrated impact visible.