Success varies by manager
Role outcomes, support, and sign-off depend on local habit instead of one visible standard.
Employee onboarding and role-transition software
Know who is ready to perform before Day 100.
Primi Centum helps HR and operations teams govern new-hire readiness across the first 100 days. It turns role expectations into observable outcomes, concise evidence, line manager reviews, and a recorded Day 100 decision.
Use it for employee onboarding, promotion, transfer, and other critical role changes where completed tasks alone do not prove that someone is ready to perform.
- Role-specific outcomes
- Structured review points
- Evidence and line manager decisions
Operating context
Designed around demanding workforce transitions.
The framework addresses operating questions found across specialist workforce services, workforce coordination, distributed teams, and property operations.
The management gap
A start date is not evidence that someone is ready.
Most organisations know when a transition begins. Far fewer can show whether expectations were clear, support happened, evidence was reviewed, and the person can now perform the role.
Evidence is fragmented
Learning records, check-ins, work samples, and decisions sit in different places when a leader needs one answer.
Support arrives too late
Missing context and weak follow-through become performance concerns after the easiest intervention window has passed.
How the product works
One governed journey from role design to Day 100.
Primi Centum does not ask a new hire to write an essay about progress. It defines the outcome, pass standard, evidence, owner, and review decision for each stage of the transition.
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Define the role outcomes
Set the observable result, quality threshold, required evidence, support owner, and due point before the programme starts.
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Record the Day 1 baseline
Capture the new hire’s starting confidence, the manager’s view, access needs, and known support requirements.
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Review fixed checkpoints
Compare submitted evidence with the agreed pass standard instead of relying on memory, activity counts, or a polished narrative.
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Assign support while it can help
Route a clear action to the line manager or another owner, set a due date, and keep the response in the decision history.
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Make the Day 100 decision
Bring outcomes, evidence, confidence change, manager reviews, open support, and next steps into one retrievable report.
Illustrative product output
See what a Day 100 decision can look like.
This worked example shows the structure a manager and HR team can review at the end of a programme. It uses sample data for a Social Media Manager. All names, counts, and results are illustrative, not customer results, benchmarks, or mandatory Primi Centum thresholds.
Sample data · Day 100
Role readiness report
Social Media Manager · New hire
Overall decision
Ready with targeted support
Decision summary
The new hire can operate the approved publishing rhythm, evidence completed work, and use weekly performance data to adjust content. Recruiter participation is improving but still requires a short, named coaching action rather than a general instruction to “engage more”.
| Expected outcome | Result | Evidence reviewed | Next action |
|---|---|---|---|
| Run the approved multi-channel publishing rhythm | Met | 12-week calendar, approval history, and published-post links | Maintain the weekly editorial review |
| Establish consistent recruiter participation | Support needed | 8 of 10 recruiters completed the agreed weekly activity | Coach two named participants within 14 days |
| Use audience signals to improve content | Met | Starting baseline, weekly dashboard, and three documented changes | Set the next-quarter qualified-engagement target |
Line manager decision
Ready to own the core role accountabilities. Continue fortnightly coaching on recruiter participation until the open support action is evidenced and closed.
- Decision owner
- Line manager
- Recorded
- Day 100 review
- Next review
- 14 days after transition close
Where Primi Centum fits
The governance layer between HR records and performance decisions.
Primi Centum complements the systems you already use. Its job is to connect a critical transition to agreed outcomes, evidence, support, and a manager decision.
Holds the employment record
People data, contracts, leave, absence, documents, and employment events.
Delivers and records learning
Courses, learning content, assessments, and completion history.
Track activity
Actions, owners, due dates, reminders, and project progress.
Governs role transition
Outcome standards, checkpoint evidence, manager reviews, support decisions, and the Day 100 record.
It is not a replacement HRIS, generic learning library, or stand-alone checklist.
For HR and operations leaders
Answer the questions each transition owner is accountable for.
The primary fit is an organisation running repeated or business-critical hires, promotions, transfers, or leadership moves across more than one manager, team, or location.
Are expectations and support consistent across teams?
See whether the agreed standard is being applied, evidenced, and reviewed for every transition.
Where is a role transition likely to affect delivery?
Find missing access, late evidence, unclear ownership, and support gaps before they become normal.
What must I review, decide, and do next?
Use explicit outcomes and checkpoints instead of interpreting a long narrative or reconstructing progress from messages.
Can we explain who is ready and why?
Review a consistent decision record across roles, teams, locations, and transition types.
Best-fit transitions
Use one decision standard wherever a role materially changes.
Start with the transition where inconsistent ramp, weak evidence, or late support carries the greatest operational, financial, or regulatory consequence.
- New hires
- Promotions
- Internal transfers
- Regional expansion
- Regulated roles
- Leadership transitions
- High-growth teams
Product fit
Is Primi Centum right for your organisation?
It is a readiness governance product supported by the Veritas HR operating record and training-evidence layer, not a consultancy label or certification scheme.
What problem does it solve?
It gives the organisation one way to define, evidence, review, and decide whether a person is ready after a critical role transition.
Who runs it?
HR or operations configures the programme; the new hire records concise evidence; the line manager reviews outcomes and owns the readiness decision.
Does it replace our current systems?
No. It complements HR, learning, and task systems by governing the transition outcome and retaining the supporting decision record.
How should we begin?
Choose one role or transition, agree its 100-day outcomes and owners, then test the standard with a defined cohort before a wider rollout.
Explore the approach
Start with the onboarding question you need to answer.
These public guides explain the category, the 100-day governance window, and the limited role of AI. Confidential product configuration and customer-specific operating rules remain private.
Employee onboarding software
See how Primi Centum connects role outcomes, evidence, support, and a human readiness decision.
Explore employee onboarding software100-day onboarding
Understand the public lifecycle and how it differs from a task-only induction checklist.
Explore the 100-day approachAI-assisted SMART outcomes
Learn how AI drafts clearer expectations while managers retain review, editing, and approval.
Explore responsible AI assistanceSee the product against one real transition.
In 25 minutes, we will map your role, checkpoints, evidence, manager decision, and a practical pilot route.