1 Performance Management AI Agent, Live in Production.
1 live agent automates performance management within human resources. It runs on demand. It publishes the inputs it needs, the steps it works through and what it hands back.
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Performance Documentation Review
Check a performance record before it is used in a decision — whether each judgement rests on evidence, whether the person was ever told, and where the language describes them rather than their work.
Checking whether the person was ever actually told
Performance records are written incrementally by managers under time pressure, and they accumulate three defects that only matter at the moment the record is used for a decision. The first is unevidenced judgement: an assessment that reads as fact — unreliable, not a team player, lacks attention to detail — with nothing behind it. The second is the procedural gap. A concern appears in a year-end review having never been raised with the person, which means they had no opportunity to change and the record cannot support a decision that assumes they did. The third is language: a note describes the individual rather than their work, which is unfair in itself and makes the record unusable in any formal process because it evidences an opinion rather than a performance.
Performance Documentation Review checks a performance record before it is used in a decision: whether each judgement rests on evidence, whether the person was ever told, and where the language describes them rather than their work. All three findings are about the record, not about the employee — the agent does not assess anyone’s performance, which would be exactly the wrong thing to automate. One agent covers this process. What it produces is a list of places where the documentation will not support what is about to be done with it, in time for that to be fixed by having the conversation that should already have happened.
What this moves
- Judgements resting on evidence
- Each assessment in the record is tested against what supports it, so a decision is not taken on an impression that was never examined.
- Concerns raised before they were formalised
- Whether the person was ever told is checked explicitly, which is the procedural failure most likely to invalidate a decision.
- Language describing the person rather than the work
- Wording that characterises someone rather than their output is identified, because that is both unfair and unusable in a formal process.
Human Resources
How AI agents handle performance management
Drawn from the 1 agent above — what they require, how they run, and what comes back.
What they need
- Performance record
- Review context
What comes back
- Supported by evidence
- Review note
- Language that describes the person
- Judgement by judgement
- Was the person told
How they run
- Run on demand
- 1
- Steps per run
- 3
- Credits per run
- 7
Where performance management fits in human resources
Leave, expenses, notice periods and benefits questions arrive daily and the answers are already in the handbook. Employees ask a person because searching a PDF is worse than asking — an agent fixes that side of it.
Next Step
Deploying performance management agents
These run as-is against the inputs listed above. Most deployments adapt one — a different source system, a different tolerance, a different approval path. The first call establishes which.