Skip to content
Home
Request a demo

Our methodology · In detail

Our methodology, piece by piece.

This page walks through our 360° feedback methodology from start to finish, module by module and with the real product screens. It starts at the org chart and the role catalog, which define who gives feedback to whom, goes through the rubric built from a curated question bank, guided by the AI, and ends at the labor regulation everything is aligned to.

← Back to the home pageRequest a demo
Two people flying forward, with the brand’s strokes around them.
§01How the pieces connect

A system, not a form.

Org chart, role catalog, question bank, rubrics per role, weighted feedback perspectives, stages and results: each piece feeds the next.

01Structure
02Perspectives
03Rubric
04Process and result
Eleva org chart editor with the tree's root node, the year selector and the Current and Proposed views.
FIG. 1.1Org chart · 2026 · root node · Current view
Wizard step: four perspectives at 25 % each and a chart adding up to 100 %.
FIG. 1.2Perspective weights · Total 100 / 100
Generated evaluation rubric for a leadership role: questions grouped by framework and area, each with its dimension, perspectives, priority and laws.
FIG. 1.3Generated rubric · leadership role · Example
Header of a finalized evaluation: progress 32 of 32 answered and achievement 3.83 out of 5.
FIG. 1.4Evaluation · 32 of 32 answered · Achievement 3.83 /5
§01How the pieces connect

A system, not a form.

Org chart, role catalog, question bank, rubrics per role, weighted feedback perspectives, stages and results: each piece feeds the next.

01Structure

The company's org chart rests on a role catalog with complete coverage.

Eleva org chart editor with the tree's root node, the year selector and the Current and Proposed views.
FIG. 1.1Org chart · 2026 · root node · Current view
02Perspectives

Four 360° feedback perspectives with weightings that add up to 100.

Wizard step: four perspectives at 25 % each and a chart adding up to 100 %.
FIG. 1.2Perspective weights · Total 100 / 100
03Rubric

From a curated question bank, the complete rubric for each role.

Generated evaluation rubric for a leadership role: questions grouped by framework and area, each with its dimension, perspectives, priority and laws.
FIG. 1.3Generated rubric · leadership role · Example
04Process and result

Six stages and an achievement score per domain.

Header of a finalized evaluation: progress 32 of 32 answered and achievement 3.83 out of 5.
FIG. 1.4Evaluation · 32 of 32 answered · Achievement 3.83 /5
§02Org chart · Role catalog · AI match

Every role in the company, modeled properly.

Not only managers: executives, middle management, operations and sales teams, administrative staff and the board. A role catalog with complete coverage, each role with a name, aliases, gender variants and reporting and evaluation relationships: that is how who gives feedback to whom gets defined.

2.1 / Org chart

The company's org chart, by year.

A tree of roles per year, with a Current view and a Proposed view from the catalog. Each node shows the person holding the role. The tree flags orphan roles (1 orphan in the example). "Review hierarchy" checks the structure and "Improve tree with AI" proposes how to order it. You decide what to apply.

Year
2026
Views
Current · Proposed (catalog)
Actions
Review hierarchy · Improve tree with AI
Check
1 orphan detected · example
Org chart editor: the Board, the General Manager and the management and support roles under them, with Details, Move and Remove actions.
FIG. 2.1Org chart · root node · 2026 · Current view

2.2 / Role catalog

Complete coverage, with the right names.

Each catalog role has a code, a family, aliases, names in Spanish and English, and gender variants. It declares who it reports to and whom it evaluates. It also includes support roles: general services, receptionist, risk-prevention officer, analysts and account executives. It exports and imports as JSON and is applied to a company.

Coverage
Every role in the company
Code
GG · General Management
Aliases
Gerente General = CEO = Director Ejecutivo = General Manager
Gender
Gerente General · Gerenta General · Gerente/a General
Reports to
Board
Evaluates
Operations Manager · Sales Manager · People Manager · …
Actions
Export JSON · Import JSON · Apply to company

Role description · General Manager

Highest executive authority of the company. Leads commercial, operational and people management, ensuring compliance with the defined strategy and current regulation. Reports to the Board and represents the company before clients, collaborators and authorities.

Role catalog: a leadership node with its aliases and a detail panel with gender variants and reporting and evaluation relationships.
FIG. 2.2Eleva catalog · leadership role · aliases and relationships

2.3 / AI role match

Your org chart, on the catalog.

For each unassigned role in the company, the AI recommends catalog templates with a confidence percentage and explains why. You pick an option with "Choose", or describe what is missing and receive a new proposal.

Company role
Analista de Operaciones (operations analyst)
Recommendation
Analista de Operaciones · AN_OPS · 99 % · example
Reasoning
Name and description identical to AN_OPS. Child of the Head of Operations, consistent as direct support for the area's daily management.
Dimensions
Communication · Planning · Results Orientation · Teamwork · …
Frameworks and regulations
Labor law · Occupational health and safety · Workplace harassment · …

Match options · confidence

Analista de OperacionesAN_OPS
99 %
Process Analyst
40 %
Operations Assistant
30 %
Quality Analyst
10 %
AI role match: four options with a confidence percentage and the template detail with its dimensions, frameworks and regulations.
FIG. 2.3Template recommendation · 99 % · Choose
Org chart editor: the Board, the General Manager and the management and support roles under them, with Details, Move and Remove actions.
FIG. 2.1Org chart · root node · 2026 · Current view
Role catalog: a leadership node with its aliases and a detail panel with gender variants and reporting and evaluation relationships.
FIG. 2.2Eleva catalog · leadership role · aliases and relationships
AI role match: four options with a confidence percentage and the template detail with its dimensions, frameworks and regulations.
FIG. 2.3Template recommendation · 99 % · Choose
§03Curated bank · Generated rubric

From the curated bank to a complete rubric for every role.

The bank is curated: questions written by psychologists and evaluation experts, aligned to labor regulation. Each one declares its area, its dimension, which 360° perspectives can answer it, its priority, its weight and the regulation behind it. The methodology defines how questions are selected — by dimension, perspective, priority and regulation — and the AI guides that assembly up to the role's complete rubric, the basis of the feedback each collaborator receives; you review it before using it.

Eleva catalog, question bank: table with code, text, area, dimension, perspectives and priority, and a detail panel for question Q_COLAB_RED_06 with its 360° perspectives, collections and regulation.
FIG. 3.1Question bank · curated questions grouped by area and dimension · detail of Q_COLAB_RED_06

Question bank · curated

Questions written by psychologists and evaluation experts · aligned to labor regulation

Type
Likert
Priority
0 Mandatory · 1 · 2
Weight
1.5
Perspectives
Peer · Upward · Manager · Self
Collections
Eleva — Cross-cutting Axis · Eleva — 360° Base · Eleva — Self-assessment · …

Assembly example: following the methodology, the questions that apply to the General Manager role are selected from the curated bank by dimension, perspective, priority and regulation, with the AI guiding the assembly, and its evaluation rubric is built with the role's dimensions, the regulations and frameworks it evaluates and each question with the laws behind it.

Question bank curated · traced to labor regulation

  1. Meets the commitments agreed with the team

    Q_COLAB_RED_06
    TeamworkPeer · Upward · Manager · SelfP0
    Eleva 360° GP

  2. Knows, disseminates and ensures compliance with the company's Internal Regulations and protocols

    Q_COLAB_RED_08
    Regulatory CompliancePeer · Upward · Manager · SelfP0

  3. Maintains respectful treatment of everyone in the organization (peers, team, clients and suppliers)

    GG · 1
    Dealing with PeersUpward · Manager · Peer · SelfP0
    Workplace harassmentEleva 360° GPNon-discriminationLabor law→ GM rubric

  4. Immediately reports to management any situation of harassment or violence at work that they observe

    Q_COLAB_RED_38
    Work EnvironmentPeer · Upward · Manager · SelfP0

  5. Promotes a safe and healthy work environment for every collaborator, in every area of the company.

    GG · 2
    General / All staffManager · Peer · Self · UpwardP0
    Eleva 360° GPHealth & safetyWorkplace harassment→ GM rubric

  6. Acts in line with the organization's values and culture in daily work.

    GG · 3
    General / All staffUpward · Peer · Manager · SelfP0
    Labor lawEleva 360° GP→ GM rubric

Priority 0 = mandatory · example weight 1.5 · Likert type.

Selection

DimensionPerspectivePriorityRegulation

Evaluation rubric · General Manager · GG

Example · questions grouped by framework and area

Role dimensions

Administration and FinanceProcurement and LogisticsCommunicationCare of the EnvironmentRegulatory ComplianceGeneral / All staffTeam ManagementLeadershipPlanningDealing with ClientsDealing with Peers

Regulations and frameworks this rubric evaluates

  • Eleva 360° Good Practices
  • Labor law
  • Occupational health and safety
  • Privacy
  • Sexual harassment
  • Equal pay
  • Non-discrimination
  • Workplace inclusion
  • Care leave
  • Workplace harassment and violence
  • Personal data
  • Internal rules
Evaluation rubric generated by Eleva for a leadership role: questions grouped by framework and area, with dimension, perspectives, priority and the laws backing each question.

FIG. 3.2Generated evaluation rubric · leadership role · questions grouped by framework and area

Evaluation rubric generated by Eleva for a leadership role: questions grouped by framework and area, with dimension, perspectives, priority and the laws backing each question.
FIG. 3.2Generated evaluation rubric · leadership role · questions grouped by framework and area

Rubrics per role in minutes, not months.

Reviewable before you use it.

§04Weightings · Stages

Real 360° feedback, with a six-stage flow.

The company defines the weightings. Stages are configured centrally for every company in a group, and each company can adjust them.

4.1 / How much does each perspective weigh?

They define the final calculation. They must add up to exactly 100.

100 %Total 100 / 100
Upward
Direct reports give feedback to their manager
Self-assessment
Each collaborator evaluates their own performance
Manager
The manager gives feedback to the team
Peer to peer
Among peers at the same level

Simulate missing types

Wizard step, how much does each perspective weigh: Upward, Self-assessment, Manager and Peer to peer at 25 % each and a donut chart at 100 %.
FIG. 4.1Perspective weights · 25 · 25 · 25 · 25 · Total 100 / 100

4.2 / Process stages

0

In Preparation

Evaluation created, not yet started

Always active
1

Started

The evaluator answers the rubric

Always active
2

In Feedback

The evaluator sends the evaluation to the evaluee for feedback

Configurable
3

Feedback Answered

The evaluee answered the feedback

Configurable
4

Finalized

Evaluation finalized; its results count in reports

Always active
5

Closed

Definitive closure; only an administrator can reopen it

Configurable

Central configuration: defines which stages of the flow are available by default for every company in the group, by perspective type. Each company can override this configuration on its own stages page.

Changes apply to new processes: each process freezes its flow when generated, so historical processes keep the configuration they were created with.

Central stage configuration: six stages from 0 to 5, three marked Always active and a toggle on the others.
FIG. 4.2Default stages per perspective · Central configuration · Manager-Subordinate
§05Answering an evaluation

Achievement per domain, and what to improve.

Each evaluation is answered on a 1-to-5 Likert scale. Achievement is calculated per domain according to its weighting, and each domain receives an improvement suggestion for the collaborator being evaluated. Finalized evaluations count in reports.

Finalized evaluation in Eleva: progress 32 of 32 answered, achievement 3.83 out of 5, domains and questions with a 1-to-5 Likert scale.
FIG. 5.1Evaluation · Self-assessment · 32 of 32 · Achievement 3.83 /5 · Example

Achievement

3.83/5

example

Progress

32 / 32

answered · 100 %

Scale

1Never
2Almost never
3Sometimes
4Almost always
5Always

Domains · Weighting 7.84 %

Interpersonal communication

Improvement suggestion · per domain

After answering, each domain receives an improvement suggestion written from the answers. It is a starting point for the feedback conversation with each collaborator, not a verdict.

§06Three interventions, one rule

The AI guides. The company decides.

Eleva automated the process and built the methodology; the AI helps your team follow it at three concrete points of the system and unblocks whatever gets stuck. In all three, the last word is yours.

#InterventionThe AI guidesYou decide
01

Role match

The AI guides

For each unassigned role in your org chart, it recommends catalog templates with a confidence percentage and explains its reasoning: "Name and description identical to AN_OPS. Child of the Head of Operations, consistent as direct support for the area's daily management." If the tree does not fit, it proposes how to improve it.

Match options · confidence · example

Analista de OperacionesAN_OPS
99 %
Process Analyst
40 %
Operations Assistant
30 %
Quality Analyst
10 %
You decide

You pick an option with "Choose", or describe what is missing or what you are looking for and receive a new proposal.

02

Guided rubric

The AI guides

It guides the assembly of the role's rubric from the curated question bank, applying the methodology: selection by dimension, perspective, priority and regulation. The result is the role's complete rubric, with its dimensions and the regulations and frameworks it evaluates.

You decide

You review the rubric, grouped by framework and area, before using it in a process.

03

Improvement suggestion

The AI guides

After answering, it proposes one improvement suggestion per domain for each collaborator.

You decide

Feedback stays between people: the suggestion is a starting point, not a result.

The AI does not evaluate, does not decide results and does not write regulation.

The AI will propose the best solution; you have the last word.

Product text · Role match

Match options with their confidence percentage (99 %, 40 %, 30 % and 10 %), each with a Choose button, and the AI's reasoning.
FIG. 6.1Template recommendation · 99 % · Choose · Example
§07Every question, traced to regulation

Every question, traced to labor regulation.

Each role's rubric lists the regulations and frameworks it aligns with, and two roles do not cite the same ones. Each question carries its regulations as tags, across the ground any well-known framework covers: labor law, workplace harassment, non-discrimination, personal data protection (what the GDPR does in Europe) and health and safety at work. The result is consistent, defensible evaluations.

General Manager rubric · regulation by area

Labor regulation
Labor law, workplace harassment, sexual harassment, equal pay and workplace inclusion
Fundamental rights
Non-discrimination, private life and personal data protection
Health and safety
Work accidents, occupational diseases and care leave
Internal rules
Internal rules on order, hygiene and safety
Eleva good practice
Good practice in 360° evaluation
List of the regulations and frameworks evaluated by a rubric generated by Eleva, grouped by issuer.
FIG. 7.1Regulations and frameworks this rubric evaluates · example

Question 1 · General Manager rubric

1

Maintains respectful treatment of everyone in the organization (peers, team, clients and suppliers)

Treatment of PeersP0 MandatoryUpwardManagerPeerSelf

Trace: question 1 → 4 regulations

Eleva good practice

ElevaGood Practice in 360° EvaluationLinked to question 1

Labor regulation

LaborLabor lawLinked to question 1
HarassmentWorkplace harassment and violenceLinked to question 1
Sexual har.Sexual harassment prevention
Equal payEqual pay
InclusionWorkplace inclusion

Fundamental rights

Non-discr.Non-discriminationLinked to question 1
PrivacyProtection of private life
DataPersonal data protection

Health and safety

OHSOccupational health and safety
CareCare leave

Internal rules

InternalInternal rules on order, hygiene and safety

Also seen in the Operations Analyst rubric: working hours · work-life balance.

Next step

Want to see it with your own org chart?

We will show you how Eleva assembles the rubric for a real role in your company and how each collaborator receives their 360° feedback, with its weighted perspectives and the regulation it evaluates.

Request a demoBack to the home page
WhatsApp