Shishir's Guide to Performance Calibration Meetings
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# Shishir's Guide to Performance Calibration Meetings

Six ways to run your performance calibration meeting

Over the course of the past two decades, I have participated in, created, and re-created dozens of performance calibration processes. This activity can be simultaneously one of the most dreaded and most valuable exercises a group can go through. And a critical portion of this process is the Performance Calibration meeting - where a set of supervisors come together to discuss the performance of employees and achieve agreement on performance appraisal ratings.

This doc goes through a few different models for running this calibration and some thoughts on when to apply each technique.

## Getting Started: Set up Employees and your Calibration Framework

All the processes suggested require starting with a list of employees and a set of ratings:
Fill in
Define your
Choose a Calibration approach (see below) and go to the relevant section to set that up.
After the calibration meeting is complete, ensure everyone knows their take-aways and action items in the
section.

## Six Approaches to Performance Calibration Meetings

Each of these sections goes through a different way to run your calibration meeting:
1
When a team is small enough to just linearly run through the list, this is a simple framework for calibration. You can filter by level, manager, etc or just go straight through.
2
Define a set of criteria to evaluate on, then use that set to determine a final rating
3
Bucket groups of employees evenly into 3 bins, then split those into 3 bins each to arrive at 9 bins of employees. Then assign ratings to the bins.
4
Managers set their ratings first, and then the group gets together to compare ratings and fill in the Final Ratings.
5
Another form of multi-level calibration (similar to #4), but is done using a draft stacking approach instead. Similar to how sports leagues draft incoming athletes, this process progressively selects employees from the available pool one-by-one.
6
Have every calibrator rate every employee, then use the composite signal as ordering to determine a final rating.
There are no rows in this table

## After the calibration

Refine
to match your followups and messages and send it out to the group. Also be sure to visit
for other refinements.

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