Self-service HR · Calibration ready
A vibrant, guided space to calibrate teams with confidence.
Align performance, potential, core values, and retention risk in one coordinated flow. The Calibration Framework keeps every leader on the same page with guided explanations and a living grid.
Calibration outcomes
Aligned & fair
Performance + potential + values
Grid & forms
3x3 matrix
Overview at a glance
Retention lens
Risk-aware
Key employees & risk flags
Calibration snapshot
Summary Grid
High performer
Impact above expectation
With potential
Ready to grow in a year
Core values risk
Coaching needed now
High risk
Signals of leaving detected
Key employees
Protect specialist knowledge
Yearly view
Switch between current and past years
Next step
Launch the evaluation form
Capture performance, potential, values, and risk narratives in one structured flow.
Built for HR orchestration
Why teams calibrate here
Everything in the brief is mapped: embedded instructions, a consistent classification grid, and role-aware access so the right people see the right context.
3x3 calibration grid
gridClassify talent by performance, potential, and attitude with an instantly readable grid.
Guided evaluations
guidanceInline explanations and prompts help team leads capture strengths, growth areas, and risk signals without leaving the flow.
Role-aware access
rolesHR Admins orchestrate teams and roles, while HR Partners and Leads only see what they should—no accidental oversharing.
Embedded instruction
See the process before you start
The framework guides leaders with the exact steps from the project brief. When everyone shares the same rhythm, calibration outcomes become trusted, repeatable, and easy to defend.
- 1Prepare with observations and feedback from employees.
- 2Calibrate together with peers for balanced, fair decisions.
- 3Hold 1:1s with employees using the agreed calibration story.
Evaluation essentials
Guided formPerformance
Meets, exceeds, or needs support—paired with narrative comments.
Potential (1 year)
Identify who can expand or move levels within a year.
Core values alignment
Capture attitudes and examples mapped to company values.
Risk & key talent
Flag high risk of leaving and protect key employees (K).
Succession planning
Keep roles covered with intentional successors
Appoint potential successors for critical roles, capture their readiness timeline, and outline the growth they need. If there is no clear fit today, mark as no potential and revisit. Successors can come from within or beyond your team.
Shortlist the right people
Consider talent inside or outside your area; if nobody fits yet, leave it open without forcing a name.
Plan readiness, not promises
Aim for successors who can step in within three years and document the growth actions that get them there.
Merit-first decisions
This is not pre-selection. Roles remain merit-based, and we focus on development plans rather than promising future appointments.
Keep managers as sponsors
Do not list your manager as a successor; their role is to sponsor readiness, not to backfill the position.
After the calibration session
Action flow- Confirm development items for each potential successor with their leader.
- Translate actions into PDPs with clear readiness milestones.
- Align with leadership when successors sit outside your immediate area.
- Consolidate data to spot where shared programs can accelerate growth.