N A M E D A T E S C O R E / 10 Q U I Z 10 questions · Multiple choice Performance Calibration Process at Sandvik Read each question carefully. For each one, select the option that best answers it by filling in the circle next to your choice. 1 What is psychological safety as described in the performance calibration process? A A belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes B A system to ensure employees meet their KPIs without errors C A method to evaluate employee performance based on peer feedback D A process to avoid any disagreements during meetings 2 What is the main purpose of the calibration process in performance management? A To finalize salary increases for employees B To set individual employee goals for the next year C To train managers on new company policies D To ensure consistent and accurate assessment of employee performance Created with SlideSpeak 1 / 4
3 Which of the following is NOT a phase in Sandvik's performance management framework? A Define and plan B Align and execute C Recruit and onboard D Analyze and refine 4 How should managers prepare for a calibration meeting? A By submitting performance ratings immediately after the meeting B By finalizing salary decisions before the meeting C By avoiding discussions about employee weaknesses D By completing unbiased performance evaluations and saving ratings in Workday without submitting 5 What is the expected performance level described as 'Solid performance' in the global rating scale? A Rarely demonstrates expected knowledge and requires significant improvement B Meets job responsibilities and goals consistently and fully C Exceeds individual goals and demonstrates behaviors beyond expectations D Requires improvement to fully meet job expectations Created with SlideSpeak 2 / 4
6 Which bias is NOT mentioned as a concern during performance evaluations? A Age bias B Halo effect C Recency bias D Gender bias 7 What should be done if an employee's performance is rated as 'Unsatisfactory' according to the calibration process? A Initiate a Performance Improvement Plan (PIP) with regular follow-up B Immediately terminate the employee C Ignore the rating and focus on future goals D Promote the employee to a new role 8 During the calibration meeting, what is the recommended approach to discussing performance ratings? A Only discuss employees with solid performance B Start with outliers and encourage peer comparison with probing questions C Managers present ratings without discussion D Focus solely on salary implications Created with SlideSpeak 3 / 4
9 What is the role of the HR or Chair during the calibration meeting? A Conduct employee performance reviews individually B Decide final employee ratings without manager input C Facilitate the meeting, introduce purpose, and summarize outcomes D Handle salary negotiations 10 When is it appropriate to use the 'Not possible to rate' performance rating? A When an employee has consistently exceeded expectations B When an employee is new to the job or has been on long-term leave less than 6 months C When an employee refuses to participate in the evaluation D When an employee has poor attendance Created with SlideSpeak 4 / 4
A N S W E R K E Y Answers & Explanations 1 Correct answer A Psychological safety is defined as a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes, which encourages open communication. 2 Correct answer D Calibration is an opportunity for managers to discuss employee performance to ensure consistent and accurate assessment aligned with actual contributions. 3 Correct answer C The four phases of Sandvik's performance management framework are Define and plan, Align and execute, Track and measure, and Analyze and refine. Recruit and onboard is part of the broader employee lifecycle but not a phase in this framework. 4 Correct answer D Managers prepare by completing unbiased performance evaluations, familiarizing themselves with the global rating scale, and saving but not submitting ratings in Workday before the calibration meeting. 5 Correct answer B Solid performance means successfully meeting expectations of the job, demonstrating required values and skills consistently, and meeting deliverables and goals. 6 Correct answer A The biases mentioned include gender bias, halo effect, location bias, recency bias, and affinity bias. Age bias is not specifically mentioned. 7 Correct answer A Unsatisfactory performance requires initiating a Performance Improvement Plan with follow-up to address significant performance issues. Created with SlideSpeak 5 / 6
8 Correct answer B The calibration meeting includes structured dialogue starting with highest and lowest ratings, asking probing questions, and encouraging peer comparison to ensure fairness. 9 Correct answer C HR or Chair facilitates the meeting by introducing the purpose, reinforcing rules, showing rating distributions, and summarizing and agreeing on outcomes. 10 Correct answer B The 'Not possible to rate' rating is used when an employee is new on the job or has been on parental, sick, or other long-term leave less than 6 months, making evaluation premature. SlideSpeak Create more with AI AI-powered presentation, quiz, and document tools for teams and creators. slidespeak.co Create a Presentation Explore Free Tools Created with SlideSpeak 6 / 6