One part that seems missing: Why are you trying to start a performance management system? Do you suddenly have too many people and are looking to promote the g

One part that seems missing: Why are you trying to start a performance management system? Do you suddenly have too many people and are looking to promote the good ones and get rid of the bad ones? Are people not communicating effectively? Are you trying to figure out what people are actually doing with their time? Trying to figure out who needs to get raises? Different orgs at different stages have different problems. Seems like implementing a solution without understanding the problem, and that never goes well.