There are two numbers and they are not the same thing. Mixing them up is the most common mistake managers make on Credda.
The Credda reliability score belongs to the person. It covers everything they have done, everywhere, not just work for you. It travels with them and it goes into the credential they can show somebody else. Its bands are Distinguished, Established, Proven, Developing, Provisional and At Risk, and it is built from confirmed outcomes across the whole record, with older ones counting for less.
The Work Score belongs to your organization. It describes work done for you, over a recent window of 90 days unless you change it, and it stops at your door. It does not travel, it is not in any credential, and nobody outside your organization sees it. Its bands are Strong, Steady, Building and Uneven.
What the Work Score is made of
Four parts: delivery, validation, substance and consistency. Each is worked out separately and each can be blank.
The per-member Work Scores on your roster need the Business plan. The roster itself, and the confirm action on it, are free on every plan.
Blank is not zero, and it never will be
If there is not enough evidence to describe somebody fairly, you get no score at all rather than a confident guess. A carer who has worked two shifts for you does not get a number.
If one part has no data behind it, it shows a dash, not a zero. A dental practice that has recorded no completed jobs yet for a new hygienist would see a dash next to on-time delivery. Zero percent would read as "she is late to everything", which is a different and untrue statement.
If you ever see a zero, it means a real measurement came out at zero. That is worth taking seriously precisely because blanks are shown as blanks.
You cannot move somebody's Credda score with this
Not by giving them a good Work Score, not by giving them a bad one. The Work Score is never an input to the reliability score. If it were, every employer would hold a dial on their staff's portable reputation, and two employers who agreed to be generous with each other could inflate it.
Work in your organization does reach the person's Credda score, but through a different door. When you confirm as the other party that a specific piece of work was delivered, that confirmation is a piece of evidence and it goes on their record like any other confirmation. What travels is "this was delivered on time", which is a fact. What never travels is "I rate this person 62 out of 100", which is an opinion.
Every worker sees exactly what you see
The breakdown on your roster is the same breakdown the worker gets free on their own account. Not a summary of it, and not a friendlier version. The same one.
That is what stops this being surveillance. If you would not be comfortable with somebody reading their own row, do not record the thing that produced it.
What it does not tell you
It does not tell you what to do. There is no field anywhere on Credda that says hire, keep, promote, or let go, and there never will be. The number describes what was recorded. The decision is yours, it is outside Credda, and if it is an employment decision it may be regulated whatever Credda is. Scope that with your own advisers.
It is also not a league table. The team view is ordered by name, on purpose, and nobody's position in it says anything about them.
Nor is any of it a background check. Nothing here is screened against criminal, credit, identity or public record sources, and no such check has been done. A thin record means little was reported, not that little happened.