| Term | Definition |
|---|---|
| Calibrate | Comparison between two measurements. |
| Calibration | In the Performance Management context, calibration allows inconsistent ratings across managers to be objectively adjusted. This allows true performance to be identified, rather than biases of lenient or tough raters to affect employee performance appraisal ratings. |
| Form Template (Performance Form Template) | Form templates define the information about an employee that populates (for example, goals, personal information), the information collected on a form (for example, ratings, comments), and who is involved in providing some type of feedback on the form (for example, manager(s), employee). Performance forms are used to gather ratings before calibration can take place. |
| Route Map | Establish the workflow and steps that employees follow during the performance review process. |
| Rating Scale | Set of categories designed to quantify performance. |
| Role | Defines who will have the ability to take action, and depends on relationships defined in the User Data File (for example, X employee is direct report to Y manager). |
| Route Map Steps | Specifies the role that can perform an action in one unit. Multiple steps can be added to a stage to accommodate all roles needed. |
| Route Map Stages | Combines multiple route map steps, or units into a larger grouping. Stages are predefined. |
Describing Calibration
Objective
After completing this lesson, you will be able to describe the purpose and goals of calibration.
Terminology
SAP SuccessFactors Calibration Overview
Every manager has a different approach to employee appraisals. SAP SuccessFactors Calibration makes it easy to compare teams objectively and to find, reward, and develop your true top performers. With a fair, efficient way to appraise employee performance, you will get the best out of your people every day. Inconsistent employee ratings by managers adversely affect performance and can affect succession and career development planning. Calibration makes it easy to assess employee performance objectively, and to identify, develop, and retain the talent that you need to drive your business.
- Assess performance objectively: Effectively compare and analyze performance across teams and geographic locations.
- Improve performance insight: Present employee data in simple, easy-to-read charts and dashboards to aid decision making.
- Simplify and streamline your process: Make the talent assessment process more efficient and less time-consuming for everyone involved.
- Identify the true top performers: Objective calibration process identifies top and bottom performers across the entire business.
- Tie performance and rewards: Calibrate employee performance with SAP SuccessFactors Compensation to instill a pay-for-performance culture.
What is a Calibration Template?
Calibration can be a step in a Performance Management Review or a Compensation Review, but it can also be used to calibrate Employee Profile data and/or Talent Flag data related to Succession (for example the Risk of Loss Succession flag). It is a tool for HR Business Partners/Reps, managers, and organizations to review and ensure equitable ratings across teams, units, and the organization. Your organization’s strategy and process for using Calibration determines whether you create one template or several templates.
The template defines the ratings that will be available for calibration, and how the session will look visually. Calibration requires a combination of a form to gather ratings, the template to define how the data will look, and a session that identifies who will be calibrated, based on relational roles.
Calibration Dependencies with Performance Management
Before Calibration can be used with performance forms, the following requirements must be met:
- The route map must have at least one Edit step that is NOT Iterative for Calibration.
- Performance forms must have manual ratings configured for Performance, Overall Objective, or Overall Competency to use the drag and drop calibration feature.
- The above rating(s) must have a valid rating scale associated with them.
For compensation, a performance form template must have a custom section to populate a link to the compensation worksheet (the custom section must be configured by a consultant).
Caution
Calibration must be enabled in the back end by a consultant prior to making configurations in the instance.
Roles in Calibration
Calibration roles describe who does what during a calibration session. Deciding who gets what role is determined when creating and launching a calibration session.
| Role | Description |
|---|---|
| Facilitator | Facilitates the session. This is typically an HR representative. The facilitator is a neutral person responsible for managing the session and ensuring that the information required to calibrate employee ratings is available. They have access to read and edit the session, but do not necessarily have subjects in the session. |
| Co-Facilitator | A co-facilitator is an HR person who cohosts or acts as a backup to the facilitator. Sessions can be created without co-facilitator. |
| Subject | The subject is the employee whose ratings are being calibrated. |
| Participant | The participant is the manager of the subjects being calibrated (EM or direct manager). If needed, participants other than the owner’s direct reports can also be selected to participate in the session. |
| Owner | The owner is the manager of the participant (EMM). The owner’s direct reports are automatically made participants in the session, and the direct reports of the participants are automatically made subjects. The owner ensures that all managers reporting to them use the same metrics for rating their team members. This ensures that ratings and compensation decisions (where applicable) are fair, consistent, and match company standards. |
| Executive Reviewer | A business or HR executive who does not necessarily have to be present for each Calibration session, but rather needs blanket access to the data across all sessions for a given Calibration template used in a talent management cycle. Users who are assigned this role get direct access to the sessions as well as the Executive Review summary page. |
Permissions in Calibration
Calibration Permission
Before working with calibration templates and sessions, you must verify that the correct Role-Based Permissions have been configured.
- Navigate to Manage Permission Roles using Action Search or the Admin Center. Select the System Admin role and navigate to the step 2. Add Permissions button to start editing permissions granted to the role.
Note
The Action Search is a very helpful way to quickly search for actions or people in the instance. The exercises in this course often refer to navigating from the Action Search menu as an alternative to navigating from the Admin Center.
If you are more used to navigating via the Admin Center, you will find all the actions (as long as permissions are granted to your role), from the Tools tile.
- In the User Permissions area, choose Calibration and select the Select All checkbox. This will enable the Calibration tab from the Main Navigation Menu.
- In the Administrator Permissions area, choose Manage Calibration and select the Select All checkbox. This will enable all administrator permissions for Calibration. Choose Done and Save Changes before navigating away from this page.
Summary
- Every manager has a different approach to employee appraisals. Inconsistent employee ratings by managers adversely affect performance and can affect succession and career development planning.
- SAP SuccessFactors Calibration makes it easy to assess employee performance and compare teams objectively, and to find, reward, and develop your true top performers.
- Calibration is a flexible tool for HR Business Partners/Reps, managers, and organizations to review and ensure equitable ratings across teams, units, and the organization.