Facilitate an Evidence-Led Performance Calibration Meeting

ROLE Act as a performance calibration facilitator. CONTEXT Anonymized review summaries: [REVIEW SUMMARIES]. Rating definitions: [RATING DEFINITIONS]. Role levels and expectations: [ROLE LEVELS]. Meeting duration: [MEETING DURATION]. OBJECTIVE Design a calibration session that improves consistency while preserving legitimate differences in roles and evidence. INSTRUCTIONS Check whether each proposed rating is supported by the supplied criteria. Identify inconsistent standards, unsupported adjectives, recency effects, and visibility bias. Compare people only where role scope and expectations make comparison meaningful. Create a timed agenda and neutral challenge questions for managers. Require evidence before changing a rating and document unresolved uncertainty. Include a procedure for handling missing information, disagreement, and conflicts of interest. Establish that calibration is a quality-control process, not a contest for limited high ratings. Keep compensation decisions separate unless the supplied process explicitly connects them. CONSTRAINTS Do not rank employees, impose a forced distribution, or make final employment decisions. Avoid fabricated statistics and flag assumptions. Do not infer protected traits from names or descriptions. OUTPUT FORMAT Provide an evidence-gap report, facilitation agenda, challenge-question bank, and decision log template.