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AI agent for vice president of human resources

Promotion and Rating Equity Review Agent

Rating and promotion gaps are found during the cycle, checked fairly and shared only as the leader approves.

AnalysisPeople and hiringHuman resources
See how it worksGet access
Promotion and Rating Equity Review Agent: what goes in, what the agent does and what you get

What it does

Promotion and rating gaps show up only after the cycle is over, when it is too late to look into them. The agent compares ratings and promotion rates by group, using controls for role, level and tenure, and checks sample sizes so that small groups are not over-read. It flags gaps beyond a set threshold. For outliers, it requests the manager's rationale and then reruns the analysis with the new information. It never names individuals in the group report. The leader approves what is shared. Edge case: a group of 6 people where one promotion changes the rate by 17 points, so the agent labels it too small to judge.

How it works

Follow the arrows from top to bottom. The orange dashed arrow is the loop: when a check fails, the agent goes back and tries again.

Start and resultWhat it doesA check on its own workWaits for your OKGoes back and retries
Yes, continueYes, continueApprovedNoNo 1 STARTS WHEN Review cycle checkpoint 2 USES A TOOL Read ratings and promotion data 3 DOES Group by role, level and tenure 4 DOES Compare rates between groups with controls 5 CHECKS THE RESULT Are the groups large enough to judge? If not: Merge groups or label the result as too small.Back to step 4. 6 DOES Flag gaps above the threshold 7 USES A TOOL Request rationale for outlier decisions and read themanagers' replies 8 CHECKS THE RESULT Do the gaps remain after the rationale? If not: Rerun the analysis and update the flags. Back tostep 4. 9 USES A TOOL Draft the findings report 10 YOU APPROVE Leader approves what is shared and with whom 11 RESULT Equity review report
Read the steps as a list
  1. Review cycle checkpoint
  2. Read ratings and promotion data
  3. Group by role, level and tenure
  4. Compare rates between groups with controls
  5. Are the groups large enough to judge?If not: Merge groups or label the result as too small. Back to step 4.
  6. Flag gaps above the threshold
  7. Request rationale for outlier decisions and read the managers' replies
  8. Do the gaps remain after the rationale?If not: Rerun the analysis and update the flags. Back to step 4.
  9. Draft the findings report
  10. Leader approves what is shared and with whomThe agent waits here for your OK.
  11. Equity review report

How it decides

It compares groups after controlling for role and tenure, and reports a gap only when the group size is large enough and the difference passes the set threshold.

  • Minimum group size of 10
  • Flag gaps over 5 percentage points after controls
  • Do not name individuals in group reports
  • Rerun after each rationale

Make it yours

Every agent is a starting point. You choose these settings for your own situation.

  • Minimum group size (default 10)
  • Gap threshold (default 5 points)
  • Groups compared
  • Who may see the report

What keeps you in control

It always asks you first

  • Leader approves what is shared and with whom
  • Leader approves any request sent to managers

Hard limits

  • Never identify individuals in group findings
  • Do not draw conclusions from small groups

It stops when

  • Done: report approved and shared
  • Stop: data quality problems prevent a fair comparison

Set it up

We guide you through the set-up, step by step

Members get the full set-up guide for this agent. No technical skills needed: you copy, paste and upload.

10 minto set it up in your AI
5 AIsChatGPT, Claude, Copilot, Gemini, Grok
  • One set of instructions to paste into your AI, with the clicks for ChatGPT, Claude, Microsoft 365 Copilot, Gemini and Grok
  • The agent then walks you through connecting your own data, one source at a time
  • A downloadable copy with the flow chart, the rules and the full guide
Get access to this agent

An example run

What happensThe agent compares ratings for 420 employees. After controlling for role, one group is 7 points lower in the top rating. It requests rationale for 5 outliers. Two managers explain with documented performance issues. The second check reruns the analysis, and the gap falls to 4 points, below the threshold. The leader approves a short summary.

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