Linking rating scales to defined competencies and observable behaviors provides an objective, consistent framework for evaluation. This reduces subjectivity by grounding ratings in specific, pre-defined company values and measurable actions, rather than vague impressions or inconsistent criteria across departments.

The purpose of calibration is to ensure ratings are fair, consistent, and based on objective evidence against agreed-upon standards. The facilitator should steer the conversation back to the actual performance data (goals, feedback) and how it compares to the defined rating scale benchmarks, moving the discussion away from subjective measures like ‘hours worked’.

This timeline aligns with the fiscal year (Jan 1 start), ensures the process is complete before bonus calculations in December (Nov 15 due date), and formally incorporates a mid-year check-in (July). This provides structure, ensures reviews are done on time for business processes, and supports ongoing performance conversations.

This method promotes buy-in through employee nomination and manager approval, ensures relevance of raters, and critically, aggregation and anonymization (especially for direct reports) encourage candid, constructive feedback. It balances inclusivity with the psychological safety needed for honest input.

Calibration sessions are time-bound events configured in Admin Center. A very common reason a manager cannot launch or access calibration is that the session is scheduled for a future date. Permissions, form configuration, and self-assessments are separate from the scheduling trigger that makes the session active.

To build a habit of continuous feedback, Check-ins should be structured, scheduled, and integrated into the workflow. Linking them to goals provides focus, and making them a formal, expected part of the process (rather than optional or solely for problems) encourages regular conversation and course correction, which is the essence of a continuous feedback culture.

In form template design, a Section is the primary high-level container (e.g., ‘Goals’, ‘Competencies’, ‘Overall Summary’). Within a Section, you add one or more Blocks, which are the specific widgets or content types (e.g., ‘Goal Plan Block’, ‘Competency Rating Block’, ‘Comment Block’). Sections organize the form layout; Blocks define the content and functionality within them.

The ‘Post-Calibration Adjustment’ feature is the designed, system-supported method for this. It ensures the change is audited, properly syncs the new rating from the calibration tool back to the official performance form, and maintains the integrity of the workflow. Direct edits or admin overrides can bypass intended processes and cause discrepancies.

The ‘Mass Assign Goals’ feature is built for this exact purpose. It allows an administrator to efficiently assign a single, identical goal (which can be linked to a Learning module) to a large population of employees (by department, location, etc.), saving enormous time and ensuring consistency compared to manual entry or unreliable cascading/cascading.

Linking rating scales to defined competencies and observable behaviors provides an objective, consistent framework for evaluation. This reduces subjectivity by grounding ratings in specific, pre-defined company values and measurable actions, rather than vague impressions or inconsistent criteria across departments.0