The Ultimate Coda Handbook for People & HR Teams
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The Ultimate Coda Handbook for People & HR Teams
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
0
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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