Understanding the
Indices in Your Reports
This page explains the core indices used across GCredit™ reports, including employee wellness indicators and leadership capability domains. These indices are intended to support non-clinical workplace insight, better interpretation, and responsible organisational action.
Wellness Layer
Stress · Happiness · Anger · Trust
Leadership Layer
CALM Index™ Domains
Use Context
Non-clinical, privacy-first insight
Stress Index
50
Trust Index
50
Wellness Total
200
CALM Total
350
How to read the indices
Each report converts structured responses into standardised score bands so trends, domains, and risk signals can be understood consistently without turning the report into a diagnosis or identity-based judgement.
* Interpretation support page for report readers and authorised organisational users.
Wellness Report Indices
The WorkSpace Wellness report uses four personal insight indices. Each is ordinarily scored out of 50 and then combined into a total score out of 200. These indices are designed to help users understand how workplace conditions are being experienced across stress, happiness, anger, and trust dimensions.
Wellness Domain
Workplace Stress Index
Reflects the level of work pressure, activation, and overload being experienced in the workplace context.
Higher stress does not automatically mean dysfunction, but persistent elevation may indicate strain, overload, or reduced recovery.
Wellness Domain
Employee Happiness Index
Reflects the extent to which positive emotional wellbeing, satisfaction, and energising work experience are present.
It should be read as a workplace wellbeing signal, not as a measure of personality or life satisfaction outside work.
Wellness Domain
Workplace Anger Level Index
Reflects emotional reactivity, frustration build-up, and irritation associated with workplace experience.
It is intended to identify pressure patterns that may influence tone, patience, and collaboration quality.
Wellness Domain
Trust Toward Workplace Index
Reflects psychological safety, reliability perception, and the extent to which the workplace feels safe enough for participation and openness.
Trust scores help indicate whether people feel secure, respected, and able to engage constructively.
Wellness Score Bands
These bands help interpret the combined Mindful WorkSpace score and overall workplace wellness status.
| Score Band | Combined Score | Interpretation |
|---|---|---|
| Severe Risk | 20–59 | High concern zone indicating substantial workplace distress or destabilising experience. |
| High Strain | 60–99 | Heightened pressure pattern requiring meaningful attention and support. |
| Early Imbalance | 100–119 | Mixed state with visible imbalance signals that should not be ignored. |
| Healthy | 120–149 | Stable and generally positive workplace wellbeing pattern. |
| Thriving State | 150–180 | Strong positive workplace state showing high wellbeing and trust patterns. |
CALM Index™ Domains
The CALM Index™ is a leadership capability framework intended to indicate how first responders, leads, and managers handle early psychosocial signals, difficult conversations, ambiguity, workload pressure, escalation, and sustainability. The combined CALM structure is ordinarily scored across seven domains and consolidated into a broader leadership capability view.
Leadership Capability Domain
Early Signal Recognition (ESR)
Measures how consistently leaders recognise early distress, overload, or emerging workplace difficulty before it escalates.
Leadership Capability Domain
Psychological Safety Handling (PSH)
Measures how effectively leaders respond to sensitive issues, difficult disclosures, and moments requiring emotional steadiness and safety.
Leadership Capability Domain
Supportive Conversations (SC)
Measures the ability to hold supportive, stabilising, and constructive conversations during workplace strain.
Leadership Capability Domain
Workload & Work Design (WWD)
Measures how well workload distribution, prioritisation, and role demands are handled to reduce avoidable overload.
Leadership Capability Domain
Decision-Making Under Ambiguity (DMUA)
Measures judgement quality, steadiness, and responsiveness when leaders must act without full clarity.
Leadership Capability Domain
Escalation Judgement & Boundaries (EJB)
Measures clarity of escalation, ownership boundaries, decision thresholds, and appropriate handover judgement.
Leadership Capability Domain
Recovery & Sustainability Orientation (RSO)
Measures whether leadership behaviours support continuity, recovery, long-term stability, and burnout reduction rather than short-term pressure cycling.
CALM Index™ Interpretation Bands
Domain percentages and combined leadership capability outputs are generally interpreted through these status ranges.
| Category | Range | Meaning |
|---|---|---|
| Healthy | 70% and above | Capability is comparatively stable and consistently supportive in that domain. |
| Moderate | 40% to 69% | Capability is present but inconsistent, requiring reinforcement, structure, or coaching. |
| Needs High Attention | Below 40% | Capability is presently weak or unstable and may require urgent intervention or structured support. |
| Shift Category | Range | Meaning |
|---|---|---|
| Low | Less than 10% | Limited movement compared with the previous period. |
| Medium | 10% to 25% | Meaningful movement that should be monitored and interpreted contextually. |
| High | Greater than 25% | Strong movement indicating a substantial change versus the previous period. |
Important Interpretation Notes
All indices are intended for non-clinical workplace insight and internal capability understanding.
Individual report outputs are self-reflective and should not be treated as a diagnosis, mental health certification, or employment verdict.
Organisational reports are intended to reflect patterns, not persons. They should not be used to infer identity or make covert judgements about any individual.
Trend movement should be interpreted in context, including participation level, reporting period, workforce changes, leadership changes, and wider organisational events.
What the Indices Are Not
They are not clinical diagnoses, psychiatric evaluations, or legal findings.
They are not direct measures of character, loyalty, intelligence, or personal worth.
They are not intended to be used as sole grounds for disciplinary action, termination, or promotion decisions.
They are not third-party verification tools, even where a report contains an ID, integrity code, or audit reference.
Read the score. Understand the pattern. Protect the person.
GCredit™ indices are designed to improve workplace understanding without compromising dignity, privacy, or psychological safety. They are best used for reflection, prevention, leadership development, and healthier organisational decision-making.