The scoreboard, and what is not on it. The hard targets, how often each is actually
looked at, and the quiet signals that never reach a dashboard.
Investigation Intake & Initial Response
How quickly you acknowledge and begin processing new employee complaints or investigation requests.
Target · 95% of new complaints acknowledged within 24 working hours. If we get 10 new complaints in a week, you'll have responded to at least 9 of them by the next working day, letting people know we've received their concern and what the next steps are.
Legal Research Accuracy
The precision and reliability of the legal research you provide to support advice or investigations.
Target · Deliver legal research memos with less than a 5% error rate on case citations or statutory interpretation. You'll provide a memo on a tricky TUPE point, and when a Senior Specialist reviews it, they'll find all the citations are correct and the legal analysis holds up, with no significant misinterpretations.
Statutory & Internal Deadline Adherence
Meeting all critical deadlines for employment tribunal responses, ACAS conciliation, or internal investigation reports.
Target · Meet 100% of statutory and court-ordered deadlines for assigned tasks, and 90% of internal investigation report deadlines. You'll submit our ET3 response to an Employment Tribunal claim well before the deadline, and get that investigation report to the HRBP on time, even if it meant a late night.
Low-Complexity Matter Resolution Time
The average time it takes to bring low-to-moderate complexity employment matters (e.g., basic grievances, routine disciplinary appeals) to a conclusion.
Target · Resolve 80% of assigned low-complexity matters within 30 working days. You'll take on a straightforward grievance, guide the manager through the process, draft the outcome letter, and close the matter within a month, keeping everyone informed along the way.
Manager Confidence & Support
How well managers feel supported and confident in making employment decisions after receiving your advice.
- Managers proactively seek your advice before acting, express satisfaction with your guidance in informal feedback, and show a clear understanding of legal risks. They'll say things like, 'I always go to [Your Name] first because I know I'll get clear, practical advice.'
Investigation Quality & Objectivity
The thoroughness, fairness, and legal defensibility of the internal investigations you conduct.
- Investigation reports are well-structured, evidence-based, and clearly distinguish between fact and inference. Recommendations are practical and legally sound. There are no complaints about bias from the parties involved, and outcomes withstand scrutiny from senior legal colleagues.
Proactive Issue Spotting
Your ability to identify potential legal risks or compliance gaps before they escalate into formal complaints or claims.
- You'll flag emerging trends from your caseload, suggest policy updates based on recent case law, or point out areas where managers might need more training. For instance, you might notice a pattern in how a specific department handles performance management and suggest a proactive intervention.
Communication Clarity & Practicality
How effectively you communicate complex legal concepts and advice to non-legal audiences (HR, managers, employees).
- Your written advice is concise, easy to understand, and provides clear, actionable steps. In verbal discussions, you avoid jargon and tailor your explanation to the audience's level of understanding. People will tell you, 'Thanks, that really clarified things for me!'
