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All-in-one HR platform · v2.0
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All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
The step in a review cycle where draft ratings are compared across managers before they are finalised. It exists because two managers assessing comparable work rarely arrive at the same rating unaided.
Calibration meetings are held after managers submit draft ratings and before ratings are communicated. HR prepares a sheet for each group showing every manager's distribution side by side, so a manager who has rated everyone as exceeding expectations is visible next to one who has rated no one that way.
In the meeting, each manager explains a few cases, usually the highest and lowest ratings and anyone close to a band boundary. Peers ask for evidence, such as goals met or specific incidents. As an example, a group of eight managers covering 90 people might spend most of its time on the 15 or so borderline cases.
The mistake is changing ratings in the room without recording why. Each change should note the reason and who agreed, because the employee's manager has to explain the final rating and may be asked to justify it later in a grievance or promotion discussion.
Calibration is the step where draft ratings are compared across managers before they are finalised.
Two managers assessing comparable work rarely arrive at the same rating unaided.
After managers produce draft ratings and before those ratings are finalised.
It can. The point of comparing drafts across managers is to align ratings for comparable work before they become final.
The managers whose draft ratings are being compared against one another.
A 9-box plots performance against potential and is comparative by nature, which makes it useful when looking across a team rather than at one person.
No. It is one step within the review cycle, focused on consistency of ratings across managers.
It sits within the Performance & OKRs solution.
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