Trust with a structure.
A Bill of Rights, a hierarchy of truth, and a chain of authority: what PROXXY may predict, what it may propose, and what only a person can authorize.
A simple promise about what this technology isn't.
- 01PROXXY grades itself, not the people.
- 02Shadow Mode measures PROXXY's prediction accuracy, not employee performance, and never produces an employee ranking.
- 03PROXXY does not secretly create performance scores from decision history.
- 04PROXXY learns from company work records, not personal information, under transparent permissions.
- 05PROXXY never impersonates an employee or sends messages as them.
- 06Contributing judgment does not grant PROXXY authority.
- 07Autonomous actions are never attributed to a person who didn't make them.
- 08Delegation is visible and revocable.
- 09Restricted categories remain human.
- 10What PROXXY has learned can be seen and corrected.
- 11A person's identity is not the company's AI property.
Trust architecture is a feature.
PROXXY is designed around defined human oversight, transparency and documented roles, aligned with emerging AI-governance guidance, not workplace surveillance.
PROXXY doesn't learn habits. It learns what outranks what.
PROXXY does not simply learn “Bob usually does X.” Every observation is placed inside an explicit order of authority, from law and regulation down to local context.
So if a great manager has been doing something incorrectly for ten years, PROXXY doesn't institutionalize the mistake because it saw it 600 times. Repetition is not authority.
PROXXY doesn't turn repetition into truth.
When an observation conflicts with a higher level, the conflict escalates upward, to a person.
An accurate system that validates nothing is an efficient machine for institutionalizing bad habits.
Measured in Shadow Mode. Accuracy alone proves nothing more.
Did PROXXY accurately anticipate the human decision?
Only Validated Judgment enters Organizational Memory.
Is this decision consistent with policy, authority, and appropriate organizational precedent, and has it been approved as reusable precedent?
Where outcomes can be measured, they close the loop.
Where measurable, did the decision produce the intended result?
PROXXY doesn't learn from repetition. It learns from validated judgment.