Performance Review and Calibration Toolkit

Run a performance cycle that holds up, from goals through calibration, with ratings kept consistent and tied to job-related facts. You set goals, gather self and manager reviews, then enter proposed ratings and calibrate as a group while the workbook shows the distribution, the 9-box, and where a manager’s pattern stands out.

Three pieces that carry a review cycle from goals to calibrated ratings

A Start Here sets the order, then the guide explains the cycle, the workbook runs calibration, and the forms cover every stage.

• Performance Review Field Guide. The system explained start to finish: the cycle, the rating scale, calibration, and the legal cautions.
• Performance Calibration Workbook. Proposed ratings, a distribution view, a 9-box grid, and manager-pattern flags, with a Scale and Settings tab you set first. It collects no demographic data by design.
• Editable Review and Calibration Forms. A self-review, a manager review, SMART goals, mid-cycle check-ins, a calibration agenda, documentation, and a performance improvement plan.

The order to work in

Read the cycle, set goals, gather the reviews, then calibrate as a group.

• Read the Field Guide first. It walks the cycle, the rating scale, calibration, and the legal cautions.
• Set goals and gather reviews. Use the SMART goals form at the start and the mid-cycle form at the midpoint, then gather a self-review and complete the manager review for each person.
• Calibrate as a group. Fill Scale and Settings first, enter proposed ratings, calibrate as a group, and read the Distribution Dashboard and the 9-Box Grid before ratings drive pay, promotion, or termination.

Built on current sources and honest about its limits

This keeps ratings consistent and gives you a record; it does not decide whether any decision is lawful.

• Consistency you can see. Calibration, the distribution view, and the 9-box catch rating drift before it reaches pay or promotion.
• Tied to job-related facts. The forms and the guide keep ratings job-related and documented rather than impressionistic.
• Built to avoid bias data. The workbook collects no demographic data by design; if a group protected by law shows a noticeably lower favorable-rating rate, treat it as a signal to review with qualified counsel.
• Not a ruling on lawfulness. Adapt everything to your company policy, contracts, and the law in the employee’s state, and consult counsel for your specific situation.

Who it is built for and where to go if that is not you

Built for

• An HR owner running a review cycle who wants the forms, the calibration, and the legal cautions in one system.
• A manager who needs review and goal forms and a defensible improvement plan.
• A leader who wants calibration and a distribution view to catch rating drift across teams.

If you are looking for

• The day-to-day one-on-ones, feedback, and documentation. The People Manager Toolkit covers that.
• Turning ratings into raises against a budget. The Merit Increase Matrix is built for that.

Before you buy

What format is it and can I edit it?

A PDF field guide, an Excel workbook that also works in Google Sheets, and editable Word forms. Everything is yours to keep and adapt to your scale and wording.

Is this legal advice?

No. It is general information, not legal or tax advice, and it does not decide whether any decision is lawful. Adapt it to your company policy, contracts, and the law in the employee’s state.

Does it collect demographic data?

No. The workbook collects no demographic data by design. If a group protected by law shows a noticeably lower favorable-rating rate, treat it as a signal to review with qualified counsel.

What does the workbook show?

Proposed ratings, the rating distribution, a 9-box grid, and manager-pattern flags, all driven by a Scale and Settings tab you set to your own scale.

What is the refund policy?

Digital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.

What happens after I buy?

Checkout delivers an instant download link, and a receipt with the same link arrives by email. Open the Start Here first; it sets the order to work in. If a file gives you trouble, email support@truestephr.com.

General information, not legal or tax advice, and it does not decide whether any decision is lawful. Keep ratings consistent and tied to job-related facts, adapt everything to your company policy, contracts, and the law in the employee’s state, and consult qualified counsel for your specific situation. Last reviewed June 2026.