Assessment & Confidence Framework

Technical prototype mathematical model — implementation in src/lib/nexus.ts

← Legal & Governance

Amani Otieno

Prototype reference material — not production legal drafting.

Professional Index

N = equally-weighted average of all pillar scores P_p

P_p = Σ(R_e,p × C_e,p) / Σ(C_e,p) where R is employer rating (1–5) and C is confidence (0–1).

Assessment Confidence

C_e,p = 0.25·EQ + 0.20·EA + 0.20·VI + 0.25·EDC + 0.10·CRC

EQ = evidence quality, EA = evidence authenticity, VI = verification integrity, EDC = employer data consistency, CRC = cross-record consistency.

Employer Credibility

Employer Data Consistency = equal average of 5 behavioural factors

Historical accuracy, behavioural consistency, submission quality, update integrity, multi-employer alignment — each 0–1.

Record Consistency

Variance of per-employer mean ratings → high / mixed / low

Spread < 0.4 = high, < 0.9 = mixed, otherwise low. Transparency signal only — not blended into hiring verdicts.

Evidence Coverage

Verified evidence ratio → High / Medium / Low

≥75% verified with ≥3 items = High; ≥40% = Medium; otherwise Low. Does not trigger Amber for initial records.

Separation principle

Based on available verified employer assessments, supporting-evidence quality, contributor credibility, employer submission consistency, and consistency across available records. ERN does not make hiring decisions.

Legal concerns, disputes, and serious-conduct flags are never blended into the professional index. They feed only the traffic-light record-status indicator (L7) and the Serious Conduct panel.

Interpretation & Disclosure

Employer assessments remain attributable to the submitting employer.
ERN confidence scores measure the integrity and consistency of the available records and supporting evidence. They do not determine whether an employee is "good" or "bad".
Higher confidence indicates stronger supporting evidence and greater consistency. It does not guarantee factual accuracy.
Lower confidence does not imply misconduct or poor performance. It indicates that additional review or supporting information may be appropriate.
ERN provides structured employment records and confidence indicators to support informed decision-making. ERN does not recommend hiring, rejecting, promoting or dismissing any individual.
Final employment decisions remain the sole responsibility of the employer using the information.

Data Visibility & Retention

To promote fair and relevant hiring decisions, employers generally view employment records within ERN's standard visibility period. Older records may no longer appear in employer searches even though they continue to be securely retained by ERN where lawful, allowing future legal, regulatory, correction, appeal, or policy requirements to be fulfilled.

Visibility periods may change over time in accordance with applicable law, regulatory guidance, and ERN governance policies.