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Run: 9-Box Calibration Facilitator Guide

A 9-box calibration facilitator guide for HRBPs to run structured talent review sessions, align performance and potential definitions, and capture placement ...

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Session Setup and Calibration Rules

Session Date (required)

Facilitator Name (required)

Calibration Scope (required)

Describe the population, function, level, or business unit included in this session.

Performance Axis Definition (required)

Define what high and low performance mean for this session using observable outcomes and business impact.

Potential Axis Definition (required)

Define what high and low potential mean for this session using readiness, learning agility, and scope expansion indicators.

Evidence Rules and Bias Checks (required)

List the evidence required for placement decisions and the bias checks the facilitator will enforce.

Facilitator Script and Meeting Flow

Opening Script (required)

Script used to open the session and reinforce the purpose, rules, and expected outcomes.

Extremes-First Discussion Sequence (required)

Describe the order in which the highest and lowest placements will be reviewed before the middle quadrants.

Time-Box Guidance (required)

Specify the time allocation for each quadrant and how the facilitator will redirect off-topic discussion.

Redirection Language (required)

Provide phrases the facilitator can use to bring the room back to evidence and the current placement decision.

9-Box Quadrant Review

Quadrant Review (required)

Review each 9-box quadrant and record employee placements, evidence, and calibration outcomes.

Placement Rationale (required)

Summarize the evidence used to confirm or change placements across the 9-box grid.

Movement Decisions

Capture any changes in placement made during calibration and the reason for each change.

Outlier Discussion Notes

Document any placements that required additional challenge, evidence review, or escalation.

Calibration Outcomes and Follow-Up

Final Calibration Summary (required)

Summarize the final agreed placements and the key themes from the session.

Development Actions by Placement (required)

Capture 70-20-10 development actions for employees based on their placement and readiness.

Next-Cycle Actions (required)

List follow-up actions, owners, and due dates for the next review cycle.

Manager Commitments

Capture commitments made by managers to support development, documentation, or follow-up.

Approvals and Session Close

HRBP Summary (required)

Final summary from the facilitator confirming the session outcome and any unresolved items.

Manager Acknowledgement (required)

HRBP Acknowledgement (required)

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