Performance Management and Development System Manager’s Guide to Calibration of Evaluations of Performance Also, please refer to this Department’s document ‘Protocol on Calibration of Evaluations of Performance’. Purpose of Calibration How It Works Preparing for the Calibration Meeting In advance of the meeting, ask yourself: Managers meet to discuss individual to establish fairness and consistency Jobholder performance evaluations in evaluations of performance Do you have the completed PMDS to equip Managers to apply similar Managers determine what criteria forms for all your Jobholders? standards to all Jobholders apply to each Evaluation category, by Is the evidence of performance asking such questions as, for example: to enable Managers to use the provided by the Jobholders evaluation of performance scale ‘What merits an evaluation of sufficiently comprehensive? effectively ’Exceptional Performance’? What If not, do you need to meet with the does performance at this standard to ensure that evaluations are based Jobholder in advance of the look like? on evidence of goals achieved and calibration meeting to address this? competencies demonstrated What does someone who is evaluated Have you considered each Jobholder’s as ‘Exceptional’ do differently to to measure individual performance in self-assessment and measured it someone who is seen as ‘High relation to others in the grade against your own assessment? Standard’? to identify high performers and low Have you assigned a provisional Managers discuss each Jobholder’s performers evaluation for each Jobholder? performance evaluation and their to give Managers the opportunity to Have you familiarised yourself with decision for that evaluation. use the same language in describing the guidelines for and the process of Other Managers may ask questions Jobholder performance calibration? and challenge evaluations; each to assist Managers in explaining the Have you prepared for effective Manager must be prepared to justify reasoning for their evaluations to their participation in the discussions at the their proposed evaluations. Jobholders meeting?
Performance Management and Development System Manager’s Guide to Calibration of Evaluations of Performance Also, please refer to this Department’s document ‘Protocol on Calibration of Evaluations of Performance’. Purpose of Calibration to establish fairness and consistency in evaluations of performance to equip Managers to apply similar standards to all Jobholders to enable Managers to use the evaluation of performance scale effectively to ensure that evaluations are based on evidence of goals achieved and competencies demonstrated to measure individual performance in relation to others in the grade to identify high performers and low performers to give Managers the opportunity to use the same language in describing Jobholder performance to assist Managers in explaining the reasoning for their evaluations to their Jobholders How It Works Managers meet to discuss individual Jobholder performance evaluations Managers determine what criteria apply to each Evaluation category, by asking such questions as, for example: ‘What merits an evaluation of ’Exceptional Performance’? What does performance at this standard look like? What does someone who is evaluated as ‘Exceptional’ do differently to someone who is seen as ‘High Standard’? Managers discuss each Jobholder’s performance evaluation and their decision for that evaluation. Other Managers may ask questions and challenge evaluations; each Manager must be prepared to justify their proposed evaluations. Preparing for the Calibration Meeting In advance of the meeting, ask yourself: Do you have the completed PMDS forms for all your Jobholders? Is the evidence of performance provided by the Jobholders sufficiently comprehensive? If not, do you need to meet with the Jobholder in advance of the calibration meeting to address this? Have you considered each Jobholder’s self-assessment and measured it against your own assessment? Have you assigned a provisional evaluation for each Jobholder? Have you familiarised yourself with the guidelines for and the process of calibration? Have you prepared for effective participation in the discussions at the meeting?