You’re having a look around. This is a real business with real numbers in it — just not yours yet. Nothing you do here is saved.
Make it mineEvery line here was drawn by someone in your business. Have you ever been sure the business is linked, flowing and growing? Now you can be.
0 of 4 seats linked. 4 to go, and the next question is "Are they capable?" — A seat held by somebody who cannot lawfully do it is a seat that is not really held.
Every seat on the chart has somebody in it.
A seat held by somebody who cannot lawfully do it is a seat that is not really held.
Every seat that should be measured is measured.
Next: Nothing on file says whether You can hold this seat. 3 more like it.
0 of 4 seats linked. 4 to go, and the next question is "Are they capable?" — A seat held by somebody who cannot lawfully do it is a seat that is not really held.
Not yet metEvery scored role has its numbers.
MetNot every pillar is at the standard.
Not yet metNo directors written down yet. An administrator adds them.
Press a card to open it beside the chart, or double-click to score its month. Press the number on a leader to fold their team away. Lights read left to right: Safety, People, Earnings, Compliance.
80% and above — Good. The SPEC standard is still 90%.
Above 50% — 51–79%. Behind, and worth a conversation.
50% or under — A failure. This is what deducts.
Not set — No KPIs yet, so nothing to score.
Each card carries four letters — Safety, People, Earnings, Compliance — in the colour that pillar is scoring this month. A role with no KPIs set shows grey rather than red: nothing has gone wrong, it simply is not being measured yet.
Every role has an Ace. The three circles are how many of the three months are held: three closed months at 90% or above together doubles that person’s incentive the month after, and then the three-month run starts again. Hollow circles mean the run is not yet signed off, so nothing is promised — a filled circle for a month a manager has not signed would promise a doubling that will not arrive. The star is the standing rather than the money, and stays for as long as the run is unbroken.
Every pillar has its 2. This role can be scored.
General Manager
You
Your account can see this chart but not change it. An administrator can give you edit access from Admin.
Each pillar is the average of every scored role on the chart. Change the structure or a score and this moves with it.
Red on the board
The board sees the pillar below target and the role it comes from. Nothing needs explaining.
You can see the structure — the shape of a business is not a secret — but changing it belongs to whoever manages your part of the chart.
The team roll-up averages the scored roles that are actually on the chart. Anything off it is excluded and counted, never quietly dropped.
Three things most businesses live with. What they look like without SPEC, and what SPEC actually does about each one — the mechanism, not a promise.
Before · the business runs on what one or two people carry in their heads, and nobody finds out how much until they leave.
After · the role is defined and measured separately from the person. Drag the name onto another card and the scorecard stays where it is.
Before · succession is a conversation held after a resignation letter.
After · a role's training path and Ace run say who is already holding the numbers one level down, and a vacant role sits on the chart as a visible cost until it is filled.
Before · three versions of the org chart, all out of date, none of them matching how the work actually flows.
After · one chart everyone sees, changed by dragging, with the four lights on every card so the structure and the performance are the same picture.
A register lists duties. The chart shows their shape — that seven people carry part of working at heights and the one in the middle is vacant. A missing link looks exactly like a full register until you draw it.
Pick a duty and the chart shows only the seats that carry part of it.