# HAV Seafood HR Performance & Development Framework

## Purpose

This workbook defines the static Performance & Development architecture for HAV Seafood. It describes how performance expectations, review processes, development structures and career-reference pathways are designed. It belongs to Phase 1 of the synthetic business dataset project and does **not** contain completed performance history.

## File

`hav_seafood_hr_performance_development_framework_v1.xlsx`

## Core model

The architecture separates four concepts:

`Role performance requirement -> competency requirement -> employee review -> development action`

Only the first two and the reusable process structures are defined here. Actual employee reviews and development activity belong to later operational datasets.

## Workbook contents

- **Performance_Profiles** — 7 reusable performance-management profiles for operational employees, technical employees, office/support staff, specialists, frontline leaders, managers and the executive role.
- **Review_Types** — annual, development, probation, role-transition, leadership and performance-support review definitions.
- **Review_Cycles** — recurring or triggered cadence rules without employee review dates.
- **Profile_Review_Requirements** — which review types normally or conditionally apply to each performance profile.
- **Rating_Scales** — one restrained five-level enterprise scale plus a Not Rated outcome.
- **Performance_Dimensions** — 15 reusable assessment dimensions such as role delivery, quality, accountability, safety, problem solving, leadership and business contribution.
- **Role_Performance_Requirements** — performance dimensions applicable to all 56 current enterprise roles.
- **Employee_Perf_Assignments** — one current performance-framework assignment for all 92 employees.
- **Goal_Categories** — reusable goal classifications for later operational review records.
- **Development_Activity_Types** — reusable development actions such as training, coaching, mentoring, shadowing, cross-training, projects and stretch assignments.
- **Development_Pathways** — 36 synthetic possible role-development references derived from the existing enterprise role relationships.
- **Career_Level_Framework** — maps the existing enterprise role levels into broad development-stage language without replacing the authoritative role hierarchy.
- **Manager_Responsibilities** — standard responsibilities across expectation-setting, assessment, goals, development and follow-up.
- **Competency_Mappings** — references between performance dimensions and the existing HR Competency Catalog.
- **Control_Parameters** — reference population counts.
- **Source_Mappings** — links to authoritative HR and Shared Enterprise architecture.
- **Architecture_Notes** — important ownership and boundary decisions.
- **Data_Dictionary** — field-level definitions.

## Current assignment population

The workbook assigns all **92 current employees** to a performance profile. The assignments are current-state framework records only and contain no performance result.

Profile distribution:

- `HPP-001` — Operational Employee: **40 employees**
- `HPP-002` — Technical Operational Specialist: **12 employees**
- `HPP-003` — Office Coordination & Support: **13 employees**
- `HPP-004` — Professional / Specialist: **7 employees**
- `HPP-005` — Frontline Leader / Supervisor: **11 employees**
- `HPP-006` — Manager: **8 employees**
- `HPP-007` — Executive: **1 employees**

## Architecture boundaries

This workbook intentionally does **not** contain:

- completed performance reviews
- employee ratings
- review dates or completion history
- written review comments
- employee goals or goal results
- feedback records
- performance-improvement cases
- individual development plans
- completed development activities
- promotion decisions
- succession candidates
- high-potential classifications
- salary or bonus consequences

Those belong to later operational datasets after business stories have been designed.

## Relationship with other architecture

- Employee identity, role, department and current manager come from the HR Employee Employment Master.
- Position seat and incumbency come from Positions & Workforce Establishment.
- Job roles, role levels and role relationships use the existing enterprise role model.
- Competencies remain authoritative in the Competency & Training Framework.
- Production-specific skills, work-center proficiency and authorizations remain Production-owned.
- Compensation remains separate; no automatic performance-to-pay rule is defined.
- Employment Terms remains authoritative for probation and contractual employment rules.
- `ESYS-005 People & Payroll` remains the existing HR/workforce system context. This workbook does not silently add a new system or change the Shared Enterprise Systems Landscape.

## Development pathways

Development pathways are architectural references only. They indicate plausible responsibility-growth directions based on the existing role relationships and show the largest enterprise competency differences between the source and target role. They do not imply that a vacancy exists, that an employee is a promotion candidate, or that the path is guaranteed.

## Story neutrality

No employee is deliberately seeded as a high performer, low performer, promotion candidate, succession risk or development problem. Those patterns should be introduced deliberately in Phase 2 and expressed through Phase 3 operational records.
