Day 1: System Foundation, Goals, and Success Standards

Performance Cycle and Roles

• Define employee manager and HR responsibilities
• Schedule planning follow-up appraisal and calibration
• Clarify formal dependencies and escalation points
• Map a performance cycle for organizations

Assessable Performance Goals

• Frame outcomes within employee influence
• Specify expected quality and completion timing
• Balance individual results with enterprise collaboration
• Improve an ambiguous goal before approval

Behavior and Competency Standards

• Describe behavior across observable proficiency levels
• Connect competencies with role requirements
• Avoid broad words allowing inconsistent interpretation
• Write behavioral indicators for one competency

Day 2: Evidence, Ratings, and Calibration

Collecting Performance Evidence

• Use sources appropriate to outcome types
• Document examples throughout the whole period
• Separate external circumstances from individual contribution
• Assemble an evidence file for cases

Rating Scale Application

• Define every rating in understandable language
• Address inflated and overly concentrated scores
• Apply rules to difficult boundary cases
• Compare two managers rating identical results

Running Calibration Meeting

• Present evidence instead of defending individuals
• Compare consistency across equivalent job levels
• Record rationale behind any score change
• Simulate calibration among three business units

Day 3: Results Dialogue and System Design Lab

Conducting Appraisal Conversation

• Prepare facts and essential communication messages
• Explain ratings through relevant performance evidence
• Hear the employee perspective completely
• Manage emotional responses with professional respect

Appeals and Improvement Planning

• Explain appeal routes and review stages
• Define precise behavioral or performance gaps
• Set specific support actions and follow-up
• Inspect a weak performance improvement plan

Appraisal System Blueprint Lab

• Connect goals evidence ratings and calibration
• Define controls preventing operational system errors
• Select indicators for quality and fairness
• Present an implementable appraisal system blueprint

• Writing goals and behavioral standards for assessment
• Scoring documented cases through defined rating scales
• Calibration and results conversations through role-play
• A lab building an integrated appraisal blueprint