FLAMECO PERFORMANCE PLATFORM — PROTOTYPE v1For: Kevin Magallon & Abdula | Prepared by: TriCore Performance Architecture | April 2025
What this file is
This is a fully interactive visual and behavioral specification for the Flameco Employee Performance Platform. Use it as your build reference — not as production code.
All data is hardcoded demo data. There is no backend, no authentication, and no API calls. The role toggle (top right) simulates supervisor vs. employee views only.
What to build from
Use this file for UX layout, interaction patterns, field names, and workflow logic
Use the Build Brief document for all data schemas, API contracts, and field definitions
Your stack decisions (Azure Static Web App vs App Service, React vs Vue, Azure SQL vs Cosmos DB) are yours to make based on Flameco's existing Azure tenant
Authentication should use Azure Active Directory SSO — do not build a separate login system
Key behaviors to replicate
Avg performance score = AVG of supervisor star ratings only, calculated live — never stored as a field
On-track rate = % of goals + training items that are either complete or within their agreed deadline
Date change workflow: propose → reason required → other party acknowledges → agreed_date updates. Original date stands until acknowledged.
Every log entry, goal, and training item requires acknowledgment from both supervisor and employee before it is considered active/locked
Locked entries (both acked) cannot be edited — a new entry must be created to add context
TriCore-pushed tasks arrive as pending_ack items and follow the same acknowledgment flow
NetSuite fields (read-only in UI)
Employee name, ID, title, department, supervisor, start date — pull from NetSuite Employee record
Training completions — sync from NetSuite on completion event or daily refresh
Benefits and payroll — deep links only, no data stored in platform
TriCore task push — endpoint to build
POST /api/v1/tasks
Required fields in payload:
employee_idNetSuite employee ID
task_typedevelopment_goal | training_item
titlemax 120 chars
descriptionmax 2000 chars
assigned_byname + org
target_dateYYYY-MM-DD
involvesoptional, comma-separated
measurementoptional
engagement_refoptional, TriCore internal ID
Full data schemas for all platform tables (conversation_log, development_goals, performance_ratings) are in the Build Brief document. Read that before designing the database.
FLAMECO
Eric Dunn — Production Supervisor
Viewing as:
⚠Items pending your acknowledgment.
—
Avg performance score
Supervisor ratings only · live
—
On-track rate
Goals & training vs agreed dates
5
Logged conversations
All time
—
Pending acknowledgments
Across all items
On-track breakdown
Development goals—
Training items—
On-track = completed, or in-progress with agreed deadline not yet passed. Date changes require both parties to acknowledge before taking effect.
Employee profile Fields marked * pull from NetSuite — read only
For each listed responsibility, indicate current status. Both supervisor and employee can update. Flag anything being performed beyond the listed scope below.
Supervise daily production floor execution
Maintain quality and throughput standards
Coach and develop production team members
Enforce safety standards and protocols
Coordinate production scheduling and handoffs
Beyond the listed role
Contributions being performed outside the formal role description. Both parties document here independently.
Enjoyment mapping
Click once = enjoys most (blue), twice = enjoys least (red), three times clears. Informs role design and development planning — not a performance measure.
Floor execution
Coaching people
Problem solving
Planning & scheduling
Reporting & metrics
Cross-dept coordination
Training new hires
Process improvement
Equipment / technical
Customer interaction
Administrative tasks
Safety compliance
Performance areas
Supervisor rates each area — drives the avg score on overview. Employee submits self-rating independently. Both scores are visible to both parties. Differences are discussed, not hidden. 5 = Exceeds, 4 = Meets, 3 = Approaching, 2 = Below, 1 = Significantly below.
Quality of work
Accuracy, attention to detail, standards adherence
Coaches, communicates clearly, builds trust with team
Supervisor rating
★★★★★5 — Exceeds expectations
Self rating
★★★★★3 — Approaching expectations
Safety & standards compliance
Upholds and enforces safety standards consistently
Supervisor rating
★★★★★4 — Meets expectations
Self rating
★★★★★4 — Meets expectations
Development goals
Each goal requires acknowledgment from both parties before it is active. Any deadline change must include a reason and be acknowledged by the other party — the original date stands until that acknowledgment happens. Goals pushed from TriCore arrive here automatically.
Root cause analysis & corrective action
Skill development · Added by: Supervisor · Source: TriCore (TC-2025-FLA-004)
In progress
Progress — 33%
Supervisor acknowledged — Apr 1
Employee acknowledged — Apr 2
Structured coaching cadence
Leadership development · Added by: Employee
In progress
Progress — 20%
Supervisor acknowledged — Apr 5
Employee acknowledged — Apr 5
Training log Items marked * sync from NetSuite on completion
All training tracked here — internal, external, TriCore-assigned, HR-required. Assigned items require employee acknowledgment. Deadline changes require both parties to acknowledge before the new date is active.
Mar 28
Safety standards refresher *
Internal · Assigned by: Robert · 4 hrs · Synced from NetSuite
Supervisor
Employee
Complete
Feb 14
Root cause analysis — module 1
TriCore · Assigned by: Scott · 2 hrs
Supervisor
Employee
Complete
May 31
Coaching fundamentals
TriCore · Assigned by: Scott · Est. 6 hrs
Supervisor
Employee — pending
In progress
Jun 15
Lean process improvement basics
External · Assigned by: Robert · 8 hrs
Supervisor
Employee
Scheduled
Sep 30
People leadership certification — Level 1
External · Assigned by: Scott · Est. 16 hrs
Supervisor
Employee — pending
Planned
New entry
Document any performance, development, or coaching conversation. Both parties must acknowledge. Once both acknowledge, the entry is locked — no edits. Use voice recap or file upload to populate notes, or type directly.
Press record, then speak your recap aloud. Transcription appears in real time.
Works in Chrome and Edge. Speak naturally — review and edit the transcription in the notes field before submitting.
Click to upload or drag and drop Word (.docx), PDF, or plain text — text content populates the notes field
Text is extracted and placed in notes for review. The original file is not stored — the extracted text becomes the log entry.
Type your summary directly in the notes field below.
Performance conversationApr 18, 2025 · Supervisor · Eric, Robert
Q1 check-in. Throughput up 12% vs Q4. Scheduling handoff between production and shipping flagged as ongoing friction point. Eric to document current handoff process by April 25. Robert to provide system recommendations through TriCore engagement.
Supervisor — Apr 18
Employee — Apr 19
🔒 Locked
Development updateApr 10, 2025 · Employee · Eric, Scott
Completed first RCA exercise on burner alignment rework. Root cause: incoming parts not checked to spec before assembly. Proposed visual checkpoint at station handoff. Scott confirmed this is a process system issue, not an execution issue.
Supervisor — Apr 11
Employee — Apr 10
🔒 Locked
Coaching check-inMar 21, 2025 · Supervisor · Eric, Robert
Three-question check-in. Went well: daily safety brief shortened and focused — positive team response. Went wrong: missed delivery window due to parts shortage, team notification delayed. Needs from me: clarity on escalation protocol when parts delays exceed 24 hours. Action: Robert to document escalation path.
Supervisor — Mar 21
Employee — pending
RecognitionFeb 28, 2025 · Supervisor · Eric, Robert, Team
Eric led the team through a difficult week with two operators out. Production at 94% of target with no quality escapes. Recognized directly in front of team by Robert.
Supervisor — Feb 28
Employee — Mar 1
🔒 Locked
Request deadline change
Propose a new date and provide a reason. The other party must acknowledge before the new deadline takes effect. The original date stands until acknowledged.
Promote to development goal
Fields have been pre-populated from the conversation entry. Review and complete before creating the goal — it will appear in the Development Plan tab awaiting acknowledgment from both parties.