Coaching and review history on a member

What the Coaching tab is

Coaching is one of the tabs on a team member's detail card: the running record of how you have managed this person, alongside a single button that starts the next formal step with them, either a new-hire onboarding plan or a role-change plan. It only appears for actual people. The two other record types the Team page can show you, service-line slots and custom role slots, do not have a Coaching tab, because there is no individual to coach; those carry their own Fill History or Succession Candidates sections instead.

Verinode does not write your reviews or invent a coaching history. It reads the review notes you have logged and the tips its own signal engine has raised about this person, lays them out in one place, and gives you a one-click way to open a structured plan when a review moment (a new hire's first 90 days, or a change in role) calls for one. You decide whether to act on any of it.

Where to find it

Open Team from the sidebar at iq.verinode.ai/team. Click any team member's row to open their detail card as a full-screen overlay. The card's tab row runs Performance, Role And Tenure, Certifications, Coaching, Compensation, and, when they apply, Related SOPs and Findings. Coaching sits fourth, right after Certifications.

At the top of the card, above the tabs, the hero shows the member's name, a stance pill (Thriving, Steady, Developing, At Risk, or Watching, colored to match), and three stat tiles: Certifications (count of active or expiring-soon certs), Tenure, and Posture (the same stance label again). None of that is unique to Coaching, but it is the context the tab sits inside: the plan-workspace button and the review history below both feed off the same read of where this person stands.

Open Tips: what the signal engine has already flagged

If Verinode's signal engine has raised anything about this specific member, it shows first, above the plan button, as an Open Tips list. Each tip is a short block: a headline, a line of rationale underneath it in muted text, and, where there is one, a suggested action prefixed with an arrow (→). Up to ten open tips show, most recently detected first. If there are none, the section simply does not render, there is no "all clear" placeholder taking up space.

Tips are signals scoped to this member (things like a rating drift, a manager-mix pattern, or a coaching-worthy trend the signal engine noticed on its own). They are a separate mechanism from the reviews below: reviews are what you logged by hand, tips are what Verinode noticed watching the pattern.

The plan-workspace button

Directly under Open Tips (or at the very top of the tab if there are no open tips) sits one button, right-aligned:

• Open 30/60/90 Plan Workspace, if the member was hired less than a year ago.
• Open Role-Change Plan Workspace, for everyone else.

Both buttons do the same thing under the hood: they open (or reuse, if one is already in progress) a coaching-plan decision for this member and take you straight into the decision workspace at /decisions/[id]. The label just tells you which moment you are in, onboarding a new hire versus planning a change for someone already established. If a plan for this member is already open, clicking the button jumps back into that same plan instead of starting a duplicate.

Inside the workspace, your assistant (the hiring-advisor specialist) drafts a concrete plan in your voice rather than a template. For a new hire, that draft starts from a four-step shape:

1. 1First-week orientation, day 0: paperwork, PPE fit-test, safety handbook, ride-along scheduled.
2. 230-day milestone, equipment competency, shadow rotations, and the first relevant IICRC certification started.
3. 360-day milestone, solo job competency and psychrometric reading accuracy.
4. 490-day milestone, leading residential jobs solo, the first formal performance review, and a second certification exam.

You can edit every step once the draft lands. Nothing here is final until you say so, the workspace is where you refine the plan, not where Verinode decides it for you.

Coaching: the logged review history

Below the button sits the Coaching section itself, the list of review notes you have captured for this person.

Empty state. Before you have logged anything, it reads: "No reviews logged yet. Coaching history shows here as you capture review notes, drift in ratings or manager mix surfaces in the signal feed before it becomes a retention problem." That second half is the point: Verinode is not just archiving your reviews, it is watching them for the pattern that predicts someone leaving, before it turns into a resignation.

Once reviews are on file, up to ten show, most recent first. Each row carries:

• The review date, on the left, in bold.
• The rating, on the right, when one was recorded. This renders exactly as entered, it is not normalized into a Verinode score; if a review had no rating attached, nothing shows on the right.
• Underneath, the manager who conducted the review ("Manager: [name]"), or a dash if none was recorded.
• If a review period was captured (a start and end date the review covers, as opposed to just the day it was written), it appends after the manager line as a date range.

There is no editing or adding a review directly on this tab today: review rows arrive however your review notes flow into Verinode (through Add Data capture, an upload, or your existing HR process feeding in), and they surface here once logged.

How to read this tab together

Coaching is where the informal (Open Tips: what Verinode noticed) and the formal (the review log, and the plan-workspace button) sit side by side for one person. A practical way to use it:

1. Check Open Tips first. If the signal engine has flagged a drift, that is the freshest read, act on it before it compounds.
2. Scan the review log for a pattern the tips haven't caught yet, a run of manager changes, a rating that has drifted, a gap since the last review.
3. If the member is inside their first year, or you are considering a role change, use the plan-workspace button rather than starting a conversation cold. The draft gives you a concrete, editable starting point instead of a blank page.

Related reading

• The decision workspace, how the plan you open from Coaching is drafted, edited, and executed.
• Understanding your margin, for how labor and team decisions roll into what you keep.
• How benchmarks work, for how contributions like completed onboarding plans feed the peer intelligence the rest of the network draws on.

Data sources