Learn how to utilize Calibration Reporting to assess performance fairly and consistently across your organization to enhance performance evaluations.
Only managers and above can access this feature.
Purpose
Performance review Calibration is a vital step in the employee review process for several important reasons. While it helps ensure that managers align in their evaluations and rate employees fairly, there are additional key benefits:
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Increase Review Accuracy: Different managers may have varying views on what constitutes a top performer, which can lead to unfair advantages during promotions and raises. Calibration promotes consistency, ensuring that reviews are accurate and equitable across the board.
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Acknowledge and Reward High Performance: By establishing clear performance standards, leaders can confidently recognize and reward employees who excel, ensuring that everyone on the team receives the recognition they deserve.
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Reduce Bias: When managers evaluate their direct reports in isolation, personal biases can unintentionally influence their decisions. Calibration discussions provide a platform for managers to compare evaluations, minimizing the impact of unconscious bias and promoting fair assessments.
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Build Trust in the Process: Being transparent about how ratings are determined fosters trust among employees. Calibration not only makes the review process more fair and consistent but also helps employees feel confident that their evaluations are based on objective criteria.
Approach
WorkCompass provides the Calibration Report feature to help organizations visualize performance ratings and compare them to an ideal distribution. We believe that a fair and equitable performance review process is essential for recognizing talent and fostering a culture of accountability.
This report empowers leaders by identifying discrepancies in performance ratings, allowing them to make informed decisions based on objective criteria. By highlighting areas where evaluations may be skewed, the Calibration Report promotes consistency and ensures that all employees are assessed fairly, regardless of their manager.
You can find the Calibration Report under Insights > Calibration. Our approach emphasizes transparency and collaboration, encouraging managers to engage in calibration discussions that reduce bias and improve review accuracy. By actively working to align evaluations, we help organizations build trust in their performance management processes and ensure that high performers receive the recognition they deserve.
In essence, the Calibration Report flags instances where certain managers consistently assign excessively high or low ratings to employees. A rightward skew in the overall distribution line may suggest that goals are not challenging enough, while a leftward skew could indicate that goals are set too high. Monitoring these patterns is essential for maintaining balanced and fair performance evaluations.
Ideal Distribution
The Ideal Distribution line is to establish a benchmark for performance ratings within an organization. It represents the expected spread of employee performance levels, typically categorized into various segments such as top performers, average performers, and those who may need improvement.
By comparing actual performance ratings to the Ideal Distribution, organizations can identify whether their evaluations align with these benchmarks. This comparison helps to ensure fairness and consistency in performance assessments, highlighting any potential biases or discrepancies in how managers rate employees.
Ultimately, the Ideal Distribution serves as a guideline for organizations to maintain a balanced workforce, encouraging the recognition of high performers while providing support and development opportunities for those who may be struggling. It promotes a culture of accountability and continuous improvement, contributing to overall organizational success.
The ideal distribution can be configured in Organization Settings. See more.
Filter by managers
By default, the report displays the calibration results for your team. You can select any team by choosing the manager's name from the dropdown menu, which will only list managers you supervise.
HR Admins have the ability to select any manager within the organization.
Draft Only?
By default, the report includes the most recent archived plan or the latest archived plan review. Managers can filter to display only the current plans by selecting the Draft Only?checkbox if they wish to make adjustments before the final review.