Keka HR has introduced updates to the Post Review Analysis feature, enhancing how HR professionals and managers can visualize and calibrate employee performance post-reviews. Here's a detailed look at the updated components first focusing on the Bell Curve analysis:

TABLE OF CONTENTS

• Bell Curve Analysis:
•  9-box analysis
• Calibration

Bell Curve Analysis:

• Visualization of Performance Spread: The purple-filled area(1) represents the actual distribution of performance ratings as assigned during the review process. The outlined blank curve(2), on the other hand, illustrates the ideal or expected distribution of ratings across the organization. By comparing the actual distribution with the ideal curve, organizations can easily identify discrepancies and determine whether there is a need for calibration.
• Departmental Breakdown(3): The analysis can be segmented by department, business unit, or manager, offering a granular view of performance and aiding in targeted calibration efforts.

 9-box analysis

• 9-Box Visualization(1): The 9-box grid categorizes employees into nine different categories based on two dimensions: performance and potential. Each box represents a distinct group with a specific combination of performance level and potential.
• Performance and Potential Axis(2):The horizontal axis showcases performance, ranging from low to high. The vertical axis represents potential, also scaling from low to high.

• Percentage and Count Metrics(3): Each box displays the percentage and the count of employees falling into that category, providing quantitative insights.

Calibration

Calibration Dashboard: To start calibration first navigate to calibration(1) page. In this page just beside the departmental breakdown you will see Manage(2) go ahead and click on it.

After which you'll be directed to a dashboard listing all employees eligible for calibration. You can quickly invite calibrators who will ensure that the ratings are fair and consistent.

Assigning Calibrators: The system allows for the invitation of specific calibrators for a group of employees, typically those in a department or project team. Calibrators are chosen based on their roles, such as Department Heads, L2 Managers or Any employee to provide an informed review of ratings.

Calibration Action Options: Actions such as 'Calibrate Rating(1)' 'Invite Calibrator(2),' and 'Update Calibrator(3)' are readily accessible. Each employee's rating can be calibrated individually, with options to override existing ratings if necessary.

Rating Calibration: When you select to calibrate a rating, you can adjust(2) an employee's score within the defined performance bands. A reason(2) for the rating change can be provided, which is critical for transparency and record-keeping.

Finalizing Calibration: After adjustments, you can finalize the calibration, locking in the new ratings. The system provides a summary of changes, including how many employees were calibrated by each calibrator.  A confirmation step ensures there is a deliberate check before finalization, preventing unintentional changes.

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