Understand employee relationships and trust at work
People can have different experiences of the same colleague. CiThree organizes peer feedback by the relationship between the evaluator and the person being rated, so team relationships are distinguishable from broader public impressions.
C1 reflects subjective opinions and perceived treatment within a qualifying current or historical group. C2 concerns overlapping organization relationships outside C1. C3 covers eligible opinions outside those circles. None of these three scales is a professional qualification or a finding of fact.
For someone exploring workplace trust or a respectful workplace culture, this offers a way to see different perspectives. Building better relationships still requires conversation, fair treatment and action beyond a score.
Build a professional reputation connected to real membership
A personal profile becomes verified through approval of at least one genuine organization membership. CiThree administrators review organizations, and authorized organization representatives check people and match membership requests to unique User IDs.
This connects participation to an established organizational relationship. It does not guarantee that every opinion is accurate. Leaving an organization does not by itself remove a person's verified standing.
Individuals can maintain a profile, share publications and communicate with their network. Organizations can review membership applications and participate in the rating relationships available to them.
Read employee evaluation and work-performance feedback in context
C4 is CiThree's scale for professional ability and work performance. A colleague's general opinion on C1 and a professional assessment on C4 can be different, and keeping them separate helps readers ask the right question.
For example, a strong C1 score may reflect positive experiences of how a teammate treats people. It does not establish the technical skills required for a new role. A C4 score adds eligible participants' work-performance opinions, which should be considered alongside actual work.
The scores are weighted aggregates on a 40–100 scale, starting at 50. They are not standardized employee assessment tests. Differences in relationships, participation and experience can affect comparisons; an initial score is not a negative review.
How can organizations approach fair promotion decisions?
For an internal promotion or candidate comparison, begin with clear role requirements: responsibilities, necessary skills and evidence of results. Apply the same criteria to each candidate, consider relevant work samples and give people an opportunity to explain their experience.
If CiThree is used as an additional source of context, distinguish work-performance opinions on C4 from relationship perceptions on C1–C3. Check whether the available feedback is relevant to the role and sufficiently informative. A sparse or new profile should not be treated as proof of low ability.
CiThree does not automatically shortlist candidates, certify job suitability or make hiring and promotion decisions. A score should not be the sole basis for an employment decision. The organization remains responsible for its decision and applicable obligations.
Support a culture of fairness without promising perfect ratings
CiThree's aim is to make people's perceptions visible in context and encourage respectful relationships. Verified membership, relationship eligibility, rating limits and weighted aggregation are features intended to constrain misuse; they do not eliminate bias or prove that an assessment is fair.
Individual ratings are not displayed to other participants. Internal rating records are currently stored, so interface confidentiality does not mean that no records exist or that a database breach could never expose them.
Participation should be voluntary and respectful. Threats, retaliatory pressure and coordinated manipulation are contrary to the draft Community Rules. A disagreement or the exercise of a lawful workplace right is not evidence that someone deserves a lower score.