Calibrating Performance Ratings ^SM

Organizations today are valuing and compensating jobs in different ways.  They’re searching for new ways to provide tangible rewards to their top performers.  If these variable or “pay-for-performance” programs are to succeed, managers must be willing and able to differentiate between middling performance and star performance.  These objective assessments should measure a person’s performance against a set of competencies known to have a proven impact on business results.

Judging value is especially challenging in engineering, technical and scientific environments, where customers seldom know what they really want, problems are ill-defined, each task or problem is unlike the one before it, team members work virtually and individual contributions are harder to isolate.  Variable pay programs will only motivate employees and achieve the desired result if managers properly apply consistent criteria that reliably predict success.

In the Calibrating Performance Ratingscourse, we help managers make important distinctions between expected and stand-out performance.  We draw on our star performer research base, link with your organization’s success profile and rating scale, and use actual examples of employee performance gathered by your managers to generate practical insights and drive the group toward consensus about how to classify and evaluate performance data.

Program Objectives

In this session you will:

• Improve your ability to observe performance, correctly classify it and accurately evaluate it against performance standards in a way that is consistent with other managers
• Differentiate between star, average and under-performers
• Strengthen the trust employees have in the performance management process by enhancing the accuracy, consistency and reliability of those who rate performance

   

Who Should Attend

This program is for managers of direct reports, or anyone who takes a lead role in the performance management process.