A recommendation is input to a responsible decision, not authority to make an employment or development judgment. Processes can execute authorised work, so their permissions, human gates and effects must be configured deliberately. Do not confuse a suggested action with an approved execution. Read more.

HEPO supports scoped readings, individual development and achievement records. It would be inaccurate to say that per-person information or boards cannot exist. Decide the purpose, audience and permitted use of each reading. A score must not be treated as a complete judgment of a person. Read more.

HEPO includes supplied definitions. Your organisation reviews, selects, adapts and extends the catalogue, then governs the definitions used for its own readings. Consultants can help translate working practices into definitions and evidence rules; ownership remains with the organisation. Read more.

Visibility depends on the configured permissions and reporting surfaces. Establish how participants are informed, what they can inspect, how errors are corrected and where interpretations can be challenged. Check that arrangement in the deployed workflow rather than relying on a general privacy statement. Read more.

The Recommendation Framework connects readings and context to possible actions using configured definitions and rules. Inspect the available rationale and supporting evidence. The responsible person chooses whether an action fits the situation and who should undertake it. Read more.

Responsible use requires explicit choices about purpose, evidence, access and participation. Connected work records are not automatically appropriate for every evaluation, and access to a record is not a reason to use it for employee monitoring. Explain what is examined and how people can question the interpretation. Read more.