Where to find them | Sidebar → Growth |
Who can see them | Granted individually, per tab, and scoped to specific divisions. Not included in any access level. |
Can you change data here? | Yes — leadership judgements: ratings, flags, notes, case status |
How fresh is it? | Can be up to about 24 hours old by design |
Handle this page's data carefully
Both screens show individual salaries. This is the most tightly controlled area of Signal, and the CSV export contains full raw values for every column — including ones you had hidden. Treat any export as confidential HR data.
What they're for
Our people data is scattered across several payroll systems in three countries, plus Nova, plus spreadsheets. Before this, answering "who is underpaid relative to their output?", "who hasn't had a raise in two years?" or "who is overloaded and at risk of leaving?" meant stitching exports together by hand — and there was no system of record for leadership's own judgements at all.
People merges payroll, Nova signals and revenue per employee into one sortable census, and lets you record assessments directly on each row.
Performance Radar tracks active performance-management cases: who's on a plan, when their weekly check-ins happened, and how the case ended.
Getting in: three separate layers
A per-tab grant. People and Performance Radar are granted separately. Performance Radar is off by default — if you had Growth access before per-tab grants existed, you have People only.
A division or department scope. You see the divisions you were granted, and nothing else. For the three largest divisions, a grant can narrow to specific departments. The filtering happens on the server, so there's no way to widen it from the screen.
The unlock password, every time. Each tab prompts for it. It's deliberately never saved: reloading the page asks again, and it re-locks after Signal has been in a background tab for a few minutes. The server rejects any Growth request without it, so this is real enforcement rather than a hidden screen.
Being a Signal admin grants none of this. Ask a Growth access manager, via Growth Access.
What you'll see on People
Per person:
Column group | What's in it |
Identity | Name, division, department, title, who they report to, role start date |
Pay | Annual salary, worker type, country, contract status |
Pay history | Last raise date, amount and percentage |
This year | Commission and bonus earned, total compensation, and a pacing arrow |
Output | RPE and number of accounts |
Wellbeing | Pulse sentiment, bandwidth and weekly hours |
Talent | Self and manager review scores, Culture Index, Vital 5 |
Your judgements | Performance rating, Retention Risk with context, Cannot Lose, Backfill, On Leave, Career Path |
Summary cards — estimated total payroll, theoretical backfill cap, retention-risk and cannot-lose counts, and how many people couldn't be matched to payroll.
Expand a row for the person's full compensation change history.
The performance ratings
Five values, with an information key on the page:
Rating | Meaning |
Elite | Exceeding expectations within role and going beyond it |
Above Average | Exceeding within role |
Average | Meeting expectations |
Watch | Not meeting expectations; active coaching; temporary |
Active PM | Active performance documentation; backfill under consideration |
Setting Active PM automatically puts the person on Performance Radar. There's no separate step, and it's the only route onto the Radar.
What you'll see on Performance Radar
The working list of active cases: status, three weekly check-in date fields, running notes, and a classification pill showing how the person is paid.
Closing a case means setting the status to RT (returned to track) or Term (terminated — this asks for confirmation, then the person drops off the active list but stays findable under the terminated filter).
How to use them
Comp review for a division. Filter to your division and sort by last raise date ascending to find who's gone longest without one. Cross-check salary against RPE — is output outpacing pay? Check the compensation pacing arrow, then expand the row for the full change history before proposing anything.
Retention risk scan. Sort by bandwidth or weekly hours descending — red means overloaded. Check sentiment for low scores. Flag genuine concerns with Retention Risk and write the reason in the context field. Tick Cannot Lose for critical talent. The summary cards keep running counts for leadership reviews.
Rate performance. Work down the roster setting ratings. Active PM surfaces the person on the Radar automatically.
Run the weekly cadence. On the Radar, filter to active cases, record each week's check-in date, keep notes, and close with RT or Term.
Backfill handoff. Set Backfill = Yes and Signal automatically appends a "Future Backfill" row to the hiring sheet — role, division, department, geography, salary and name — once per person, so recruiting sees it without an email. The backfill cap card totals the salary at stake.
Export a census. Filter to the population you need and export. Then handle the file accordingly.
What you can change
All of it lands in Signal, stamped with your name and the time. A division-scoped viewer cannot edit anyone outside their scope.
Performance rating — with the Active PM side effect described above
Backfill — with the one-time hiring-sheet push
Retention Risk and its context note, Cannot Lose, On Leave
Career Path score, and manual fallbacks for Culture Index and Vital 5 when Nova has nothing
On the Radar — case status, the three check-in dates, and notes
Nothing here writes back to payroll, Nova or the finance systems. All of that is read-only.
Good to know
Data can be up to about 24 hours old, by design. The roster is served from a cache that refreshes in the background, with a saved snapshot that survives restarts.
Raise history fills in gradually. It's computed in the background and the page polls for it, so a brief "loading raise history" is normal.
How a raise is detected matters. It registers when base pay jumps by at least 3%, comparing three-month medians on each side — a deliberate filter against bonus and time-off noise. Two consequences: a small increase may never appear, and a recent raise won't show until about three months of later payroll exists.
Colombia payroll has no raise history, no year-to-date breakout and no change history — it arrives as monthly snapshots only.
Total Compensation is gross earnings, not fully-loaded cost. No employer taxes, benefits or employer-of-record fees. The pacing arrow compares the projected run-rate against annualised base salary.
Executives are deliberately excluded from People — VPs, SVPs, EVPs, Presidents, Founders, an explicit C-suite list, and the Corporate department. The caption on the page says so. It's not a data gap.
People are matched to payroll by name. A mismatch shows a dash for RPE, or counts on the "unmatched" card. It's a name-matching gap, not missing revenue — report it to the Signal team.
The wellbeing columns depend on people submitting check-ins. Low coverage means blank cells. See Employee Pulse.
Column choices can reset when the page is updated.
The performance process itself isn't documented in Signal. The tool implies the Watch → Active PM → RT/Term path but doesn't define the policy. Follow your HR guidance.
Common questions
Why can't I see the Growth section at all? It's hidden unless you've been granted at least one tab. Being a Signal admin doesn't grant it. Ask a Growth access manager.
I can see People but not Performance Radar. The tabs are granted separately and the Radar is off by default. A Growth access manager can enable it.
Why does it keep asking for a password? Because these screens show individual salaries. It's deliberately never saved — reloading clears it, and it re-locks after a few minutes in the background. The server rejects requests without it. Ask the Growth access owner for the password; it isn't your login.
Why does someone's RPE show a dash when they clearly have accounts? Name-matching gap between the payroll roster and the revenue engine — nicknames, married names, accents. The revenue is fine. Report it.
Why is there no last raise, or why does it say loading? Loading is normal. Beyond that: increases under 3% may not register, a recent raise needs about three months of later payroll to appear, and Colombia workers never show raise history.
Why is a VP missing from People? Deliberately excluded. See "Good to know".
Why doesn't Total Compensation match what Finance reports? It's gross earnings for the calendar year, not fully-loaded cost, and not contracted salary. Colombia workers are excluded because their data is cost-only.
What happens when I set Backfill to Yes? The flag is saved with your name, and — the first time only — a row is appended to the hiring sheet so recruiting picks it up. It never repeats for the same person.
How does someone get on and off Performance Radar? On, only by rating them Active PM on People. Off, by setting RT or Term on the Radar. Terminated people stay findable under the terminated filter.
Can access be limited to one division or department? Yes. All divisions, specific divisions, or — for the three largest — specific departments. A scoped viewer sees and can edit only within their scope.
Is the CSV export safe to share? No. It contains every column with raw values, including full salaries, regardless of what was visible on screen.
Related
Growth Access — how these grants are administered
Employees — the non-confidential performance roster; RPE comes from the same engine, so the numbers match
Employee Pulse — the check-ins behind the wellbeing columns
Census — the worker roster without compensation
Recruiting & Hiring Pipeline — where a backfill lands
Who can see what — the access model overall