Year-End Calibration Playbook

Calibration is where individual ratings are reviewed for consistency, fairness, and alignment with organizational standards. This playbook helps you run an effective year-end calibration session.

Preparing for Calibration

Before the session, ensure:

1. All manager reviews are submitted. Calibration cannot begin with incomplete data.
2. The competency heatmap is up to date. Review it via the competency matrix to identify early patterns.
3. Rating distributions are generated. Check Dashboard > Analytics > Rating Distribution for each department.
4. Facilitators are briefed. HR or a neutral facilitator should understand the process and be ready to mediate.

Running the Session

1. Open the Calibration view for the cycle. Ratings are displayed in a grid by department and level.
2. Start with the department showing the most variance or the highest percentage of extreme ratings (1s and 5s).
3. For each debated rating, the manager presents their rationale. Peers and skip-level leaders can provide additional context.
4. Use the heatmap and distribution charts projected on screen as objective anchors.
5. Adjust ratings directly in Nami as consensus is reached.

Resolving Disputes

When managers disagree:

• Refer to documented evidence: goal completion, peer feedback, self-assessment narratives.
• Apply the rating scale definitions consistently.
• If consensus cannot be reached, the skip-level leader or HR makes the final call.

Releasing Grades

Once calibration is complete, advance the cycle to the Communication phase. This makes final ratings visible to employees.

Communication Tips

• Managers should schedule 1-on-1s before ratings are released in the system.
• Prepare talking points for employees who may be disappointed.
• Emphasize development plans and forward-looking goals alongside the rating.