Our flagship system, Ops in a Box, combines seven interlocking frameworks that create alignment, accountability, and clarity across every level of your organization.
Each framework can stand alone—but together, they form a complete operational ecosystem that connects purpose, goals, roles, and feedback into one unified rhythm.
1. Purpose & Mission
Clarify why your company exists and how it fulfills that purpose.
Your purpose gives meaning to the work; your mission defines what you do to bring it to life.
Purpose: the “why” — your lasting reason for existing beyond profit.
Mission: the “what” — how you pursue that purpose day to day.
Outcomes:
- 1-line purpose and mission statements
- Shared language that grounds hiring, planning, and communication
2. Values & Actions
Translate your values into behaviors that people can see and measure.
Values are the ideals you hold; actions are how you live them.
Outcomes:
- 3–5 company values with 3–4 observable behaviors each
- Shared expectations for collaboration, conflict resolution, and leadership
3. Strategic Anchors
Define 3–5 decision filters that help your company say yes and no with clarity.
Anchors align daily decisions to long-term focus and help teams prioritize what matters most.
Outcomes:
- Short, memorable anchor statements (e.g., “Depth over breadth”)
- Clear tradeoffs and resource-allocation principles
4. 36Y Goal Setting
Connect strategy to execution.
The 36Y framework cascades goals across Company → Department → Individual using three time horizons:
3-Month, 6-Month, and 1-Year goals (“3-6-Y”).
Each goal nests under the one above it, aligning everyone to the same strategic direction.
Outcomes:
- Company-wide 36Y tracker
- Quarterly and annual review cadence
- Clear ownership and accountability
5. Employee Bill of Rights
Define the rights that employees are owed by their managers so that everyone has consistent expectations about their growth within the company - and so that managers can stay accountable for the development and progression of their team members.
The Bill of Rights isn’t a legal document—it’s a cultural commitment to transparency, respect, and responsible people management.
Outcomes:
- 8–12 company-specific “rights” written in plain language
- Integrated into onboarding, feedback, and manager training, among other business processes
6. Job Banding
Create a transparent structure for roles, growth, and compensation.
Job Banding clarifies scope and expectations across six levels—Operational, Hybrid, and Strategic tiers—so everyone knows what’s expected and how to advance.
Outcomes:
- Six-band role framework with clear growth paths
- Consistent leveling across departments
- Foundation for hiring and promotion decisions
7. Feedback & Alignment Loops
Establish a rhythm of reflection and growth that keeps alignment alive.
Feedback isn’t about judgment—it’s about continuous improvement anchored in values and role clarity.
Outcomes:
- Biannual Feedback & Alignment Program (F&AP)
- Self, peer, and manager feedback forms
- Development plans linked to 36Y and Job Bands
Putting It All Together
Each framework reinforces the others:
- Purpose & Mission define why you exist.
- Values & Actions guide how you behave.
- Strategic Anchors shape what you prioritize.
- 36Y aligns how you execute.
- Job Banding and the Bill of Rights clarify who does what.
- Feedback Loops ensure it all stays healthy.
Together, they form a living system of operational clarity—scalable, repeatable, and self-sustaining.
© LevelWorks — Operational clarity for teams that want to scale with purpose.