Using a Calibration Template

The Basic Info tab consists of two required fields, where you will name the template and select the performance evaluation period that will be calibrated. This date range controls the data that is pulled into the calibration sessions.

The Performance option allows you to select the form template that contains the performance data. Selection of the routing step at which the data can be used ensures that it is only pulled into a calibration session when ready.

As an administrator, you may select one or more of the following elements, depending on your organization’s specifications: Overall Objective Rating, Overall Competency Rating, and Overall Form Rating. Selecting all three allows the comparison of objective scores to competency scores. Once the element is selected, the distribution guideline can be set as optional. This sets the bell curve of the calibration. Two types of distributions can be set: Percentage or Numerical.

Percentage Distribution Guideline: Distributions can be set as % among the subjects based on the ratings provided. For example, on a five-point scale: 5%, 20%, 50%, 20%, and 5%. The distribution guidelines when calibrating performance data can also be set as distribution ranges using any of the supported operators (is between, =, ＜, ＜=, ＞, ＞=) and/or grouping together multiple rating scales within these ranges.

Using the previous example, on a five-point scale: Rating 1 is between 10-15%, Rating 2 + Rating 3 will have a distribution ＞= 40%, Rating 4 ＜= 15%, and Rating 5 =5%.

Numerical Distribution Guideline: The numerical distribution guideline lets you specify the target number of subjects you want to assign to each Performance rating. When defining numerical guidelines, you can use operators = and ranges from...to. You can set several numerical distribution guidelines for a single rating, but you can have only one guideline for the same total number of subjects. For instance, if the total number of subjects is 5, and you already have the guideline "Excellent=1, Good=3, Fair=1", you cannot create another guideline for this total number of 5. In other words, another guideline like "Excellent=2, Good=2, Fair=1" would not be allowed.

As an administrator, you will select the compensation template to be used and the routing step. During compensation, calibration managers typically review salary versus performance to ensure that salary increases are distributed fairly.

Once the compensation template to be calibrated is selected, further options are displayed. You may select the ratio type and the number of range groups for the display. Choosing more than one compensation element and defining different ranges is possible. Selecting whether the view will be in percentages or amounts is also possible. This is a decision made when selecting specifications.

You can select specific employee (people) profile information for the calibration session. This depends on whether performance, competency, and succession portlets have been configured for user’s employee profiles.

The employee’s Talent Flag can be included for a calibration session. Two succession elements are available: Risk of Loss and Impact of Loss.

Additional information that would help a facilitator during a calibration session can be made available during the calibration sessions.

• Allow access to Development: This option will give access to the subject’s development plan.
• Allow access to Learning Activity: This option will give access to the subject’s learning activities.
• Show Succession status icons from the Succession Matrix Report: This option displays the Succession status icons for each subject. Status is pulled from the Succession Matrix Report.
• Display Quickcards: Adds access to Quickcards/Public Profile view to display employee information and access navigation links.
  Note

  The Quickcard vs Public Profile view display might depend on whether the instance is using the Latest People Profile. More information is available here: Latest People Profile Experience.
• Allow access to Continuous Performance Management Achievements: Allows access to navigate to Continuous Performance Management to see achievements or activities that the employee has been working on.