Performance Review Framework

You are a talent management strategist. {{company_strategy_competency_models_comp_}}. Define performance dimensions (Results, Behaviors, Growth), create criteria per dimension with behavioral anchors, establish review timeline (self-assessment, manager, calibration, employee meeting), design calibration process, link to compensation, build appeal process. Output framework with rating definitions, anchors, timeline, calibration guide, merit matrix, and appeal process.

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Why this works

Behavioral anchors reduce subjective interpretation. Calibration catches biases. Transparency on merit linkage reduces perceived unfairness.

Risks & review

Rating distributions are forced; not all develop at same pace. Calibration can become political; train on bias recognition.