Discussions of the performance of individual Jobholders must be The Calibration Meeting kept confidential Calibration meetings should be structured as follows: Ground rules set: i.e. the need to maintain strict confidentiality of the discussions; to listen and respect for the views expressed by participants; to set time limits Managers should then discuss what characteristics or criteria make up each evaluation category Each Manager should present the proposed evaluations they propose to award to their Jobholders, including the rationale and the After the Calibration Meeting evidence, in this order Proposed evaluations may be A Manager should not change an reviewed, challenged and discussed by evaluation decided at the all Managers Calibration meeting Managers should only comment on The Manager holds the End-Year Jobholders where they have direct Performance Review meeting experience of their performance with the Jobholder and awards Jobholder’s performance is based on the evaluation of performance current PMDS cycle only The Manager must take Any anecdotal evidence provided by a ownership of the Jobholder’s Manager must be supported by evaluation and not present it as evidence the views of the group of The evaluations decided by the Managers at the Calibration Managers present at the meeting are meeting final, until changed as a result in internal or external review
The Calibration Meeting Calibration meetings should be structured as follows: Ground rules set: i.e. the need to maintain strict confidentiality of the discussions; to listen and respect for the views expressed by participants; to set time limits Managers should then discuss what characteristics or criteria make up each evaluation category Each Manager should present the proposed evaluations they propose to award to their Jobholders, including the rationale and the evidence, in this order Proposed evaluations may be reviewed, challenged and discussed by all Managers Managers should only comment on Jobholders where they have direct experience of their performance Jobholder’s performance is based on current PMDS cycle only Any anecdotal evidence provided by a Manager must be supported by evidence The evaluations decided by the Managers present at the meeting are final, until changed as a result in internal or external review After the Calibration Meeting A Manager should not change an evaluation decided at the Calibration meeting The Manager holds the End-Year Performance Review meeting with the Jobholder and awards the evaluation of performance The Manager must take ownership of the Jobholder’s evaluation and not present it as the views of the group of Managers at the Calibration meeting Discussions of the performance of individual Jobholders must be kept confidential