Owner Calculator  ·  Partner Intake

Level Up Tracker
Questionnaire

Help us build a progression system that mirrors how your team actually moves up. Your answers will be used to configure a custom Level Up Tracker inside the Owner Calculator.

10–15 minutes
6 sections
Confidential
📌

Before you begin: Answer as specifically as possible — real titles, real percentages, real numbers. Write "N/A" if something doesn't apply. The more detail you share, the more accurately we can build your tracker.

1
Business Overview
2
Career Levels
3
Progression Criteria
4
Commission & Pay
5
Goal-Setting
6
Customization
1

Business Overview

Help us understand your business before we dive into progression

Question 1.1 *
What type of business do you operate, and what services or products do your employees primarily deliver?

E.g. hair salon, med spa, barbershop, nail studio, fitness studio, etc.

Question 1.2 *
How many employees or service providers are currently on your team?

Include all staff types — full-time, part-time, booth renters, commission-based.

Question 1.3 *
How are employees currently compensated? Select all that apply.
2

Career Levels & Titles

We'll use these to build the rungs of your custom Level Up Tracker

Question 2.1 *
What are the career levels or titles within your business, from newest hire to most senior?

E.g. Assistant → Junior Stylist → Stylist → Senior Stylist → Master Stylist

Level Title / Name Brief Description (optional)
1
2
3
4
5
6+
Question 2.2
Do you have a formal written system for these levels, or is it more informal / manager's discretion?
Question 2.3
On average, how long does it typically take an employee to move from one level to the next?

E.g. "Level 1 → 2 takes ~6 months; Level 2 → 3 takes 1–2 years depending on performance."

3

Progression Criteria

What does an employee need to achieve to move up?

Question 3.1 *
What metrics or milestones must an employee hit to qualify for a level-up? Select all that apply, then describe your specific thresholds below.
Question 3.2 *
Do the thresholds stay the same for every level-up, or do they increase as an employee advances?

E.g. "To reach Level 2 you need $2,000/week; to reach Level 3 you need $3,500/week."

Question 3.3
Must an employee hit ALL criteria simultaneously, or is it a combination (e.g. 3 out of 5 metrics)?
Question 3.4
Is there a "maintenance" requirement — must an employee stay above a threshold to keep their level?

E.g. "If a Level 4 drops below $3,000/week for 2 consecutive months, they are reviewed."

4

Commission & Pay by Level

The numbers that power the financial side of your tracker

Question 4.1 *
What commission percentage or pay rate does each level receive on their service revenue?

Use ranges if exact numbers vary. Leave blank if not applicable.

Level Title Service % Retail % Notes
1
2
3
4
5
Question 4.2
Do you offer any performance bonuses? If so, how are they structured?

E.g. "If an employee hits $5k/week they receive a $200 bonus that pay period."

Question 4.3
Are there any pay differences based on service type? (e.g. color vs. cuts, premium vs. standard services)
5

Goal-Setting & Tracking

How you currently measure and review performance

Question 5.1 *
How often do you formally review an employee's progress toward leveling up?
Question 5.2
Do employees currently know what their personal targets are for leveling up? How do you communicate those targets?
Question 5.3
What software or tools do you currently use to track employee performance?

E.g. Vagaro, Mindbody, Square, GlossGenius, spreadsheets, nothing yet.

Question 5.4 *
What is the single biggest frustration you have with how career progression currently works in your business?

No wrong answers — this helps us make the tracker solve a real problem.

6

Customization & Culture

Final details to make your tracker feel built for your team

Question 6.1
What do you want employees to feel when they look at their Level Up Tracker?

E.g. motivated, accountable, clear on exactly what to do next, proud of progress.

Question 6.2
Are there level names, milestones, or perks that should be reflected in the tracker?

E.g. custom branded titles, education budgets at certain levels, schedule flexibility, specific awards.

Question 6.3
Is there anything unique about how your business operates that a standard template might miss?
Question 6.4
Do you have a booking system, employee handbook, or any document that outlines your current structure? If so, please upload or share it below.

This could be a PDF handbook, a screenshot of your booking system tiers, a spreadsheet, or any written policy — anything that shows how your system currently works. This is optional but incredibly helpful.

Thank you for completing this questionnaire.