# Align Role Outcomes and Expectations

Status: draft · v0.1.0 · Performance and Development System
draft reference — not a fitted standard

Turn the role and current business context into a small, coherent, revisable set of outcomes, operating expectations, evidence, and support commitments.

## Purpose
Give a person and manager one shared definition of useful work without confusing activity, aspiration, or a numerical target with the whole job.

## Steps
1. Confirm the operating context — Anchor expectations in current work and business need.
2. Define the material outcomes — State what should be different because the work succeeds.
3. Define operating expectations and authority — Describe how results must be pursued within the surrounding system.
4. Design evidence and interpretation — Make progress discussable without pretending one number explains performance.
5. Agree resources, support, and development — Make organizational commitments as visible as individual expectations.
6. Approve the outcome agreement — Create one authoritative version for work and feedback.
7. Review and control changes — Keep expectations current without rewriting history.

## Connections
- upstream: Define Role and Success Profile (/processes/define-role-success-profile) — trigger: A person is assigned to the role or the role changes.
- upstream: Onboard the New Hire (/processes/onboard-new-hire) — trigger: The manager accepts transition to normal operation.
- downstream: Run Manager Check-ins and Feedback (/processes/run-manager-check-ins) — trigger: The agreement is published or updated.

## Measures
- Outcome alignment quality: Structured review of shared understanding and decision use, supported by examples rather than self-report alone.
- Agreement completeness: Required agreement fields accepted or explicitly waived divided by all required fields.
- Time to outcome alignment: Elapsed time from accepted trigger to published agreement, with waiting causes classified.
- Agreement use in check-ins: Applicable check-ins referencing the current agreement and relevant outcomes divided by all applicable check-ins.
- Expectation change pattern: Material changes by trigger, cause, timing, affected outcome, and approval.
- Goal distortion and workload guardrail: Context-specific review of quality, safety, ethics, collaboration, workload, exceptions, and participant feedback.