Appendix D — Glossary and Measure Index

A single reference for the vocabulary used across this guide and the product. Terms are grouped by what they describe: the diagnostic frame, the talent-lifecycle model, the value measures, and the measurement primitives. Links to public evidence chains will attach to each measure as they ship (PFX-53 / PFX-65).

The diagnostic frame

CAMS — the four conjunctive conditions a team needs to perform: Capability (can the team do the work), Alignment (does it know what matters), Motivation (does it have reason to act), Support (does the environment enable the work). Conjunctive: all four are necessary; the weakest binds.
Binding constraint — the single condition whose movement would unlock the most performance for this team right now. A state, not a trait; it moves once you act on it.
Activation — the condition of having all four CAMS conditions present. A team is "activated" when nothing in CAMS is binding.
Laundry-list trap — responding to underperformance with parallel interventions across all four dimensions instead of diagnosing which one binds; the failure mode the diagnostic exists to refuse.

The Triple-A talent lifecycle

Triple-A — the talent lifecycle in three questions: Attraction (who comes in), Activation (who produces), Attrition (who leaves).
Select-in — changing who enters the system (hiring, placement) against an accurate spec.
Develop-in-place — closing a constraint for the people already in role.
Manage exit-risk — acting on who leaves and why.
From-to — pairing where leavers go with where new hires came from, to reveal real talent competitors.
Regretted attrition — the share of departures the organization wanted to keep.

The value measures

ELV (Employee Lifetime Value) — the lifetime profit expected from an employee or segment; customer-lifetime-value logic applied to people. Rolls up from Human Capital ROI, fully-loaded cost, and tenure-at-exit. Relative, not GAAP.
NA% (Net Activated %) — the share of a team with all four CAMS conditions present; a 0–100 activation rate read from the diagnostic.
NAV (Net Activated Value) — NA% × ELV; the value actually being captured.
Opportunity — ELV − NAV; the unrealized dollars, ranked across segments as the action signal.
HCROI (Human Capital ROI) — profit returned per $1 of compensation; an input to ELV.
Leadership Quality — a 0–100 composite-of-composites for whether a leader owns the conditions a team needs (compensation stewardship, performance-program goodness, activation conditions), decomposable to the binding sub-condition.
MEI (Manager Effectiveness Index) — a component of Leadership Quality's performance-program score.

The measurement primitives

Protected feedback — a guarantee that no individual answer can be traced to the person, so honest signal is safe to give. Built from deterministic tokenization plus a minimum-group-size gate.
Deterministic tokenization — replacing each identity with a stable, meaningless code; the same person always maps to the same token, but the token cannot be reversed to a name.
Min-N gate — a rule hiding any result for a group below a set threshold, so no one is identifiable by a small count; runs before any summary renders.
Suppression — showing "suppressed" instead of a number when revealing it would expose an individual; never a fabricated stand-in.
Index doctrine — every composite ships as a 0–100 headline drillable to its sub-measures and the raw evidence; no number is a black box.
Provenance — the receipt on each number: what was measured, the sample size, and where it came from, following the Source → Finding → Construct → Item chain (Part VII).
Value of information (EVPI/EVSI) — the decision-analytic basis for gating deeper measurement: order the next instrument only when its expected gain would change an action.
Band — a plain-English label for a score range (e.g. needs-development / developing / strong / exceptional).

Status: draft appendix. Evidence-chain links attach per measure as the anchor registry and public evidence routes ship (PFX-53 / PFX-65).