Only five to ten percent of all managers are genuinely good at talent assessment. The rest rationalize, delay, and settle — and the organization pays the price. This framework introduces a seven-dimension scoring model that stops the rationalization cold, paired with a Responsibility Matrix that clarifies what the manager owns, what the team member owns, and what's shared. Built around a client who scored his problem employee a 2.8 out of 5 — and upgraded him before the next session.