Pando was developed to create structured, transparent, and actionable career levels and ladders that drive equity and engagement--empowering employees with clarity and ownership over their career path. The calibration conversation is a very important driver to making this possible, ensuring each employee feels empowered to own the next steps of their progression.
What is an assessment calibration in Pando?
The calibration is a view within Pando that is produced once an employee and their manager have completed their respective parts of the employee's assessment. The calibration view marries the results from both parties, providing insight into where the manager and employee agreed or disagreed on the competency ratings.
To see more detail, scroll down and review each competency and the context behind the ratings.
How should employees and managers prepare for this conversation?
Review the competencies, definitions and calibration overview ahead of your meeting with your manager.
Come to the meeting open minded and curious, ready to learn as much as you can about your strengths and areas of growth.
Come to the meeting prepared with goals, tasks and behaviors you believe you could use to improve and grow within the competencies. Don’t forget to take advantage of the behaviors and tasks in the Rubric within Pando.
What actions should employees take following this conversation?
Create a goal or action on your dashboard under My Profile within Pando. You can attach these directly to the competencies you are working on to ensure aligned focus in your growth areas and that everything is tracked to make future assessments much more accurate and easy to complete.
What actions should managers take following this conversation?
Work with your team member on crafting impactful and relevant goals and actions
It's common after a calibration discussion to want to change the rating you provided on one or more competencies. If this is the case, ask your team member to request an assessment of just that competency from their dashboard.
How often should a full assessment of an employee's competencies be completed?
This will vary depending on your company's career development program, but Pando recommends a quarterly cadence with consistent weekly or biweekly conversations taking place in between. This ensures continuous progression, keeping goals and feedback up to date and tracked within Pando.