Calibration

Calibration is the process that ensures consistency and fairness across all functions during the performance appraisal cycle. It helps standardize ratings and identify factors that may cause inaccuracies or gaps in the review process, enabling a more objective and reliable evaluation.

Why is Performance Calibration Important in a Review Cycle?

The calibration process is a critical part of the performance review journey because it:

• Helps Eliminate Bias: Ensures that manager decisions and review ratings are not influenced by personal bias.

• Boosts Credibility of the Review Cycle: Builds employee trust by ensuring fairness and impartiality, thereby strengthening the credibility of the appraisal process.

Calibration for Managers in the org

The process of calibration differs according to the manager's role and hierarchy in the org:

1. Calibration for line managers

2. Calibration for skip managers

3. Calibration for managers

Calibration for Line Managers

A Line Manager is an employee to whom others report, either directly or indirectly. They are typically higher-ranking managers within the organizational hierarchy and often influence employees’ promotion trajectories.

It is therefore essential for line managers to have visibility into the organization’s operations and processes, such as the performance rating process, to make informed and fair decisions.

Components of performance analytics

There are several elements in performance analytics accessible to the line manager:

1. Graphs

2. Employee Details

3. Talent Card

Calibration for Skip Manager

If the Performance Administrator enables secondary sign-off while creating the review cycle, a second-level approval (or skip manager approval) becomes mandatory during calibration.

The primary role of a skip manager is to review and calibrate the ratings assigned by the employee’s manager, ensuring fairness and consistency across the appraisal process. Therefore, a skip manager can:

1. Approve/Disapprove the rating given by the manager

2. View performance analytics graph

3. View employee details

4. Talent card

5. Calibration Notes

6. Calibration Sets

7. Manage Columns

To Approve Ratings

1. Go to the Reviews section and open the Ongoing Review Cycle.

2. Select the Calibration tab on the dashboard to view ratings.

3. Click the green tick box next to the employee’s name and rating summary to approve.

To Reject the Rating Given by the Manager

Step 1: Click the red cross box next to the employee’s name and rating summary to reject the manager’s rating.

Step 2: Skip managers must provide a reason for rejecting the rating. Enter your explanation in the Decline Rating pop-up and click Decline to continue.

Step 3: Skip managers can access the Rating Discussion window to calibrate the employee’s rating with the direct manager.

Calibration for Manager

A manager in an org has the same view access as a performance administrator, which includes:

1. Rating approval status

2. Viewing performance analysis graphs for their team

3. Accessing details of the employees in their team

4. Viewing the talent cards for the employees in their team.

However, a manager's calibration journey in the review cycle begins with the skip manager's rating approval status:

Step 1: In the Calibration & Analytics tab, click Rating Approval Status to view the ratings approved by the skip manager.

Step 2: If a rating has been declined, click the dialog icon under the Actions column to open the Rating Discussion window.

Step 3:

• Review the skip manager’s comments on the rating and provide your justification in the reply section.

• Click Send to submit your response.

Step 4:

• To revise the rating, click View Form under the Actions column to update it.

• Once revised, the updated rating will be sent to the skip manager for approval.