Methodology · Version 1

Know what the score means.

CultureSignal is a structured review of reported workplace concerns. Its original 24-item rubric has not been independently validated. The scores are a prompt for investigation and discussion, not a diagnosis, legal finding, compliance certification, or prediction of harm.

Six areas of workplace culture

Leadership and accountability; respect and conduct; fairness and inclusion; speaking up and retaliation; workload and boundaries; trust and team climate.

Frequency, with uncertainty visible

Review each statement against the past 90 days. Never scores 0, Rarely 1, Sometimes 2, Often 3, and Very often 4. Unknown and unanswered items are excluded. All scored items receive equal weight. The overall score is the mean of known responses multiplied by 25; categories use the same calculation within each category.

Any missing or unknown responses make an assessment provisional. Exclusion can understate or overstate concerns. Reports show the number of scored items so evidence gaps remain visible.

Illustrative interpretation bands

Below 25: lower reported concern. From 25 to below 50: moderate reported concern. From 50 to below 75: elevated reported concern. From 75 to 100: high reported concern. Banding uses the unrounded score; displayed scores are rounded to whole numbers. These thresholds are product design choices, not research-based benchmarks.

Serious concerns receive their own flags

Any reported occurrence of threats or physical aggression, unwanted sexual conduct, discriminatory treatment, or retaliation triggers a separate review flag. Review each flag on its own merits, regardless of the total score.

Comparing assessments

Compare the same client, timeframe length, evidence perspective, and scored items whenever possible. A change in score can reflect a change in evidence or willingness to report, not just a change in conditions. The dashboard comparison is descriptive and does not establish causation.

Use results responsibly

Corroborate observations and consider differing perspectives before taking action. This tool records a reviewer's assessment; it does not run anonymous employee surveys. Low reported concern is not proof of a safe workplace.