Methodology
How Peer Rep Index turns direct peer experience into transparent reputation patterns.
Independent categorical responses produce signed Dimension Scores, distributions, consensus, polarization, composites, matrix profiles, and anonymous organization-level Relationship Analytics.
What it measures
Peer Rep Index measures convergent peer reputation: how independent colleagues perceive a participant across six dimensions. It does not independently establish objective performance, personality, intent, job suitability, or future behavior.
Why responses are independent
Colleagues answer separately from their own direct experience. This preserves whether perceptions converge, remain mixed, or divide into opposing patterns.
Reporting threshold
The default threshold is 15 analytically valid responses per dimension and can be configured by assessment. Full respondent completion does not guarantee reportability when many responses are Not Enough Experience.
Built-in dimensions
Each enabled dimension is reported separately before it contributes to composites or matrix axes.
Interpersonal Experience
How peers generally experience day-to-day interaction with this participant.
Based on your direct experience, is interacting with this person generally positive, mixed, or negative?
Professional Competence
How peers perceive capability relative to expected professional responsibilities.
Based on your direct experience, is this person's professional competence generally positive, mixed, or negative?
Dependability / Trust
How peers perceive this person's reliability, follow-through, and dependability in working interactions.
Based on your direct experience, is this person's dependability and follow-through generally positive, mixed, or negative?
Team Contribution
How peers perceive this participant's contribution to shared work.
Based on your direct experience, is this person's contribution to the team generally positive, mixed, or negative?
Accountability
How peers perceive ownership of responsibilities and follow-through on commitments.
Based on your direct experience, is this person's accountability generally positive, mixed, or negative?
Adaptability / Problem Solving
How peers perceive adaptability and problem solving when circumstances change.
Based on your direct experience, is this person's adaptability and problem solving generally positive, mixed, or negative?
Four response choices
Not Enough Experience is distinct from Neutral / Mixed and prevents forced judgments.
Positive
The respondent's direct experience is broadly favorable on that dimension.
Neutral / Mixed
The respondent has enough direct experience to answer, but the experience is mixed, inconsistent, or not strongly directional.
Negative
The respondent's direct experience is broadly unfavorable on that dimension.
Not Enough Experience
The respondent does not have enough direct experience with the person on that dimension to form a meaningful judgment.
Response basis and analytical coverage
Completion, submission, analytical validity, and reportability are related but different concepts.
Submitted Responses
Every response a colleague submits, including Not Enough Experience.
Analytically Valid Responses
Submitted Positive, Neutral / Mixed, and Negative responses used in reputation calculations.
Not Enough Experience
A submitted response indicating insufficient direct experience. It counts toward completion but is excluded from analytical coverage.
Missing
No submitted response. Missing is reported separately from Not Enough Experience.
Dimension Score
A signed net-perception measure, always auditable against its distribution.
Dimension Score = ((Positive − Negative) / Analytically Valid Responses) × 100
The range is −100 to +100. Neutral / Mixed contributes to the denominator but not the signed numerator. Not Enough Experience is excluded from the denominator and from Positive/Neutral/Negative percentages.
A score near zero can reflect concentrated Neutral / Mixed responses or cancellation between Positive and Negative responses. Score direction is not the same as consensus or polarization.
Consensus and polarization
Two complementary descriptions of the response distribution.
Consensus is concentration in the largest Positive, Neutral / Mixed, or Negative category: Strong at 70%+, Moderate at 60–69.99%, Weak at 50–59.99%, and No Dominant Consensus below 50%. Consensus does not imply positivity.
Polarization measures opposing Positive and Negative camps while being reduced by Neutral / Mixed concentration: 2 × min(Positive share, Negative share) × (1 − Neutral share) × 100. A polarized classification requires a score of at least 35, at least 25% Positive, at least 25% Negative, and under 40% Neutral / Mixed.
Two different zero-score patterns
Neutral-dominant zero
Distribution
Polarized zero
Distribution
Both examples have a Dimension Score of 0. The first concentrates in Neutral / Mixed; the second contains equally sized opposing camps and very high polarization.
Notable Signals
Descriptive response concentrations, not statistical significance or measured performance.
A Notable Signal is produced only when:
- that dimension meets the assessment's configured analytical reporting threshold;
- the dominant response category represents at least 70% of analytically valid responses; and
- the direction is uniquely Positive or uniquely Negative.
Not Enough Experience is excluded from signal calculation.
Composite & Matrix Results
All values are unweighted averages of reportable component Dimension Scores. Averages can conceal offsetting positive and negative components.
Professional Credibility
Unweighted average of Professional Competence + Dependability / Trust.
Relational Value
Unweighted average of Interpersonal Experience + Team Contribution.
Organizational Value
Unweighted average of Accountability + Adaptability / Problem Solving.
Execution Axis
Unweighted average of Professional Competence + Dependability / Trust + Adaptability / Problem Solving.
Team Axis
Unweighted average of Interpersonal Experience + Team Contribution + Accountability.
Nine matrix profiles
Execution Axis and Team Axis each use Low (below −25), Moderate (−25 through +25 inclusive), and High (above +25) bands.
Cornerstone
Execution Axis high · Team Axis high
Independent Performer
Execution Axis high · Team Axis moderate
High-Output Liability
Execution Axis high · Team Axis low
Culture Multiplier
Execution Axis moderate · Team Axis high
Steady Contributor
Execution Axis moderate · Team Axis moderate
Team Friction
Execution Axis moderate · Team Axis low
Supported Contributor
Execution Axis low · Team Axis high
Low Execution / Moderate Team
Execution Axis low · Team Axis moderate
Organizational Risk
Execution Axis low · Team Axis low
Profiles summarize peer-response aggregates across the two axes. They do not independently establish actual performance, personality, intent, job suitability, or future behavior.
Organization-level analysis
Relationship Analytics
Reputation Analytics asks, “How is this participant perceived across the peer group?” Relationship Analytics separately asks, “What anonymous reciprocal-perception patterns appear across colleague pairs in the organization?”
Reciprocal Positive
Both colleagues selected Positive for one another on the dimension.
Reciprocal Negative
Both selected Negative.
Reciprocal Neutral/Mixed
Both selected Neutral / Mixed; this matches response categories but does not prove identical experiences.
Opposing Perception
One selected Positive and the other selected Negative.
Positive ↔ Neutral/Mixed
One selected Positive and the other selected Neutral / Mixed.
Negative ↔ Neutral/Mixed
One selected Negative and the other selected Neutral / Mixed.
Mutual Experience Coverage and privacy
Mutual Experience Coverage reports whether both members of a colleague pair supplied analytically usable responses on a dimension. Not Enough Experience and Missing remain separate unavailable categories; coverage does not measure relationship quality.
Relationship Analytics is anonymous, organization-level, and calculated during finalization while directional responses still exist. Privacy suppression is applied before persistence; suppressed small cells are not retained. Only anonymous summaries survive—no pair identities, nodes, or edges—so individual directional relationships cannot be reconstructed. Assessments finalized before Relationship Analytics are not retroactively analyzed.
Group Structure is an independently versioned anonymous summary of sufficiently cohesive and externally separated structures. Groups smaller than five and complementary totals that could reveal them are removed before persistence. No group membership or topology survives finalization.
It cannot identify which colleagues produced a pattern and does not measure friendship, compatibility, cliques, relationship quality, intent, or job performance.