The Phase-V subject learns to identify with their work. The Office has found that subjects who report their job as central to their identity outperform subjects who report it as instrumental. The employer language — passion, mission, ownership, growth, impact — is the register in which the identification is installed. The subject's self-description in their LinkedIn profile, their out-of-office message, their answer at a dinner party — all converge on the productive-self register.
The convergence is the deliverable. A Phase-V subject who has not converged still performs the work but does so at reduced surplus margin. The Office's Phase-V Affective Officer intervenes early in such cases with the published Mission Realignment Pathway.
The Annual Performance Review is the Phase-V subject's primary scheduled encounter with the employer's calibration regime. A specimen rubric, drawn from the Office's standard employer template, is shown below.
| Mission Alignment | 4.6 | / 5 |
| Productive Output | 4.2 | / 5 |
| Collaboration | 4.4 | / 5 |
| Affect & Engagement | 4.3 | / 5 |
| Growth Initiative | 4 | / 5 |
| Cultural Contribution | 4.5 | / 5 |
Fig. 5.2.A — Specimen Annual Performance Review