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Shishir's Guide to Performance Calibration Meetings
Intro
Setup
Six Approaches
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Setup

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Your Calibration Framework

Prepare for calibration by setting some ground rules for the calibration. At minimum, define the ratings scale for your team.


Ratings Scale
Rating
Long Description
Short Description
Full Rating
1
4
Strongly exceeds expectations
Strong
4: Strong
2
3
Exceeds expectations
Exceeds
3: Exceeds
3
2
Meets expecations
Meets
2: Meets
4
1
Does not meet expectations
NotMeets
1: NotMeets
There are no rows in this table
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Philosophy Statements

You may want to discuss these with your team but here's a starting set:
Fair and transparent feedback: We run calibration processes to ensure we are evaluating employees in a fair and balanced way across the organization, and we are committed to having the results and feedback of the calibration be communicated back to employees in a respectful and actionable way.
No quotas: While we calibrate employees against others to ensure fair evaluation, we do not maintain any quotes (e.g. X% of the team must be marked as
Does not meet expectations
⁠
, etc)
Equal time for our stars as our under performers: Many calibration processes overweight time spent on either the over performers or the under performers. We aim to be balanced across the employee base.
[add your own philosophy statements!]


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👉 Next up:
Simple Calibration
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