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    PERFORMANCE MANAGEMENT AUDIT FOR CLARITY, FAIRNESS AND BUILDING CULTURES OF HIGH PERFORMANCE

    Edgility Talent Partner’ Performance Management Audit is a robust diagnostic that helps your organization understand how well  current performance systems are actually working for staff, managers, and your mission. We review your evaluation tools, goal-setting processes, competency frameworks, and feedback practices, survey staff and interview managers to understand how performance management practices play out across teams and identity groups. The aim is to move from inconsistent, manager-dependent practices to a clear picture of where your system is aligned with organizational priorities and values—and where it may be reinforcing bias, confusion, or burnout.

    At the culmination of this process, you receive a findings report that names strengths and pain points, surfaces equity and consistency issues, and maps practical, phased recommendations—such as sharpening goal-setting, clarifying ratings and competencies, redesigning feedback cadences, or tightening links between performance, development, and rewards. We interpret what we see in your tools, data, and stories through the lens of your context, giving you an actionable roadmap to evolve your performance management system in ways that support learning, inclusion, and measurable impact.

    Who We Partner With on Performance Management Audits

    • Executive Directors/CEOs, Chiefs of Staff, and HR/People & Culture leaders who need a clear, organization-wide picture of how performance management is actually working—and not working—for staff, managers, and mission.
    • Senior and mid-level managers who are responsible for setting expectations, giving feedback, and conducting reviews, and who can speak to how current tools and processes show up in day-to-day practice.
    • Staff at different levels and identities, and DEI or staff advisory groups, who provide critical insight into how performance processes feel on the ground, where bias or inconsistency may show up, and what would build more trust.

    We approach the audit as a listening- and data-informed partnership—bringing together leadership, managers, and staff voice to understand both the mechanics and the lived experience of your current system.

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    Nonprofit Performance Management Audit Edgility Talent Partners LLC

    Our Process for Compensation Audit

    1

    INTERNAL DISCOVERY

    We review your performance tools and policies (evaluation forms, goal-setting processes, competency frameworks, feedback cadences) and conduct staff surveys and manager interviews to understand how performance management currently operates across teams and identity groups.

    2

    Systems & Equity Analysis

    We analyze how well your performance practices align with organizational priorities and values, identify patterns of inconsistency or bias (for example, how ratings, feedback, and development opportunities differ across roles or groups), and assess where current systems may be reinforcing confusion or burnout.

    3

    SYNTHESIS & FINDINGS

    We compile a clear findings report that names strengths, pain points, and equity issues, highlighting where your performance management system supports clarity, fairness, and high performance—and where it falls short.

    4

    RECOMENDATIONS & ROADMAP

    We map practical, phased recommendations—such as sharpening goal-setting, clarifying ratings and competencies, redesigning feedback rhythms, or tightening links between performance, development, and rewards—and provide an actionable roadmap for evolving your system to better support learning, inclusion, and measurable impact

    Omar Carrera

    CEO

    Allison and Carrie were exceptional thought partners throughout the process. They brought a wealth of wisdom and experience to the table, yet remained flexible in adapting their approach to align with our specific organizational reality and culture.
    Canal Alliance

    Danielle Pointdujour

    Human Resources Officer, Urgent Action Fund

    Our work often requires rapid responses due to the nature of helping activists who are at risk. We’re grateful to Edgility for helping us slow down and take a step back to assess the health of our organization from a salary, equity, and performance perspective. It’s important that we reward our employees for their brave work. We look forward to continuing to partner with Edgility to develop and improve our internal systems.
    Urgent Action Fund

    Willa Marth

    Chief Diversity and Inclusion Officer, Planned Parenthood of Southern New England

    While Planned Parenthood of Southern New England (PPSNE) has worked to increase racial equity internally and externally, the racial reckoning of 2020 illuminated the need to ask ourselves what more we can do.  With Edgility's methodology, we had clear data points and recommendations to create a plan internally to address any wage gaps and further our commitment to racial equity. 

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    Sonia Dominguez

    Chief Operating Officer, AVANCE

    Marissa was extremely helpful and knowledgeable throughout the engagement. She demonstrated exceptional expertise, is a great presenter who communicated complex ideas clearly, and maintained a direct and responsive approach that made collaboration seamless. Their professionalism and ability to address our needs promptly contributed significantly to the success of the project.
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    Erica Kashiri

    Chief Operating Officer, Third Plateau

     Marissa was easily one of the top 3 partners I have ever worked with my entire career. She knows her stuff, is thoughtful, holds the line when the line needs to be held, and kept us on a great timeline. She is able to break down complex information that was WELL received to a very skeptical team of using benchmarking data. Plus, she just came off as a generally good human which I deeply value these days. 
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    Deena Mangrum

    Director of Talent Strategy, Para Los Niños

    Treating people equitably is core to who we are and why we exist. The tremendous insights we gained from our work with Edgility have strengthened our organization so we can continue to move the needle for even more marginalized children in the Los Angeles area.
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    Catrina Bryant

    Deputy Director, Arnold and Mabel Beckman Foundation

    The assigned Team was knowledgeable and thorough in the preparation of our materials and flexible in meeting the needs of our small org.
    Beckman Foundation

    J.J. Lewis

    Superintendent & CEO, Compass Charter Schools

    We’re so pleased with the work Edgility has done for Compass Charter Schools. It gave us a system and a roadmap that has brought incredible foundational value to our organization. We’ve dramatically reduced inefficiencies and can now confidently offer our teachers and staff equitable pay.
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    Illy Askia

    President & CEO, East Lake Foundation

     The Edgility Talent Partners team was very personable, professional, and direct. They listened to our needs and made adjustments when the direction of the project needed to change slightly. Our team truly enjoyed working with them. I would highly recommend them. 
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    Alicia Spurlark

    Director of Operations

    The process was clear, the product is strong, and the partnership empowered us to execute with grounding & expertise.
    Alicia S
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    CLIENT SATISFACTION RATE

    Our clients appreciate our team's dedication to delivering exceptional service and exceeding their expectations every step of the way.

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    NET PROMOTER SCORE

    We outperform the industry average net promoter score of 48 by more than 65%—demonstrating our commitment to customer happiness.

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    WOULD WORK WITH EDGILITY AGAIN

    And many of them do! Over three-quarters of our clients have worked with us more than once or came from a client's recommendation.

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