for companies doing reviews
Replace self-evaluation with proof.
Performance reviews based on self-evaluation are slow, biased, and disputed. Lemma SCI scores give you verified, year-round skill data — so reviews become calibration, not guesswork.
How to integrate Lemma into your review process
Integrate Lemma SCI into review process
Use the Lemma developer API to pull verified skill scores into your existing review workflow. Works with most HRIS and performance management tools.
Employees prove skills year-round
Employees complete peer sessions throughout the year. Each session adds to their proof record — no end-of-year cramming required.
Reviews reference verifiable data
Managers review SCI scores, session history, and peer ratings alongside their own observations. The conversation starts with facts, not recollections.
Eliminate recency bias
Because proof is recorded year-round, the review draws from a full year of evidence. Strong Q1 work doesn't get forgotten by Q4.
Evidence replaces opinion
SCI scores come from real peer sessions, not manager impression. Reviews grounded in verified evidence are harder to dispute and more trusted by employees.
Year-round proof, not annual snapshot
Employees build their proof record continuously. The annual review draws from a full year of verified sessions, not what happened last month.
Fair across teams and managers
Different managers have different standards. SCI scores standardize the evaluation — a skill level means the same thing regardless of who's reviewing it.
Eliminate recency bias
The recency bias that makes reviews unfair is structural — SCI scores are time-stamped and longitudinal, so the full year counts, not just the last 6 weeks.
“We started referencing SCI scores in reviews and the calibration conversation with managers got 10x easier. There's less room for argument when you have verified data.”
“My team's reviews used to take 3 days of prep. With Lemma data in the process, it's half a day. The scores speak for themselves.”
“The fairness perception among our engineers went up measurably after we introduced evidence-based reviews. People felt their work was actually being seen.”
Common questions
Yes. Employees control their passport visibility. Most employees actively want their verified skill proof included in reviews — it protects them from arbitrary manager bias as much as it helps the organization.
New employees start their proof record from onboarding. For the first cycle, SCI data supplements the review rather than driving it. By the next cycle, they have a meaningful history.
They complement it rather than replace it. SCI scores verify skill competence. 360 feedback captures collaboration and communication. Both together give you a fuller picture than either alone.
SCI scores help with calibration — you can have an evidence-based conversation about skill gaps rather than a subjective one. The score is a starting point for the conversation, not the final word.
Annual reviews based on self-evaluation are already outdated.
The organizations that switch to proof-based reviews now will have a talent advantage in 2 years.