Generate the report
Windmill starts a pre-read report when you create a calibration. It uses available submitted manager, self, peer, and upward answers, visible manager questions, supplemental cycle data, and rating distributions for the group. The report identifies topics for discussion. It does not include pending rating changes or connected integration statistics. Generating it does not change ratings.Report findings
The report starts with a short summary of the patterns it found across the group. It does not name people or rank who to discuss. The committee sets its own agenda. The following sections explain the findings in more detail. A finding is a reason to examine the review and discuss the evidence. It is not a final decision about an employee or manager. To compare initial and calibrated manager ratings, use Insights. That view is separate from the pre-read. See Review and compare.Differences between ratings and feedback
Windy compares the available feedback about each employee:- Rating and written feedback: The manager’s rating or promotion-eligibility answer does not appear to match the written review. For example, the text describes exceptional results, but the rating is Meets expectations.
- Feedback from different people: Manager, self, peer, or upward feedback gives a different account of the employee’s work. This includes disagreements and omissions. For example, peers describe a major contribution that the manager does not mention.
- Differences between rating questions: An employee has a large difference between ratings on different questions. The questions may measure different things, so check their meaning before you change a rating.
Manager rating patterns
The report compares each manager’s average team rating with the calibration group average, and how widely each manager uses the rating scale. It can also identify a calibration group that has higher or lower ratings than the whole review cycle. Use these comparisons to discuss whether managers apply the same rating standards. For example, one manager may give mostly high ratings while other managers use a wider range. A different average does not prove that a manager’s ratings are wrong. Check the team’s work, the rating definitions, and the number of reviews before you draw a conclusion.Language that needs review
The Linguistic Bias Scan identifies wording that may need discussion. It compares manager feedback with peer and upward feedback where available.
These patterns are possible discussion points. They do not establish bias. Ask for specific examples of behavior, results, and job expectations.
Development alignment
The report compares the development areas in the manager’s written feedback with those the employee identified in the self review. Use these findings to discuss whether the employee and manager are focused on the same next steps.Use the findings in the meeting
1
Read the summary of findings
Start with the patterns identified in the report. Check that the report uses the latest available reviews.
2
Check the original answers
Read the relevant review packets. Confirm the rating labels, examples, and differences before you discuss a change.
3
Record the agreed action
Use calibration comments and changes to record feedback or proposed rating changes. The report itself does not apply them.
Select visible questions
All manager-review questions for the selected reviewees are visible by default. Reviewees can have different question sets. A facilitator can hide questions in Settings while the calibration is active. If questions are available, at least one must stay visible. Hiding a question removes it from calibration views and archives its pending rating changes.Use supplemental data
The report includes supplemental data when available, such as job level, time in role, or sales results. These values provide context about the employee. They are read-only within the calibration. Connected integration statistics can be used in Grid and Table, but are not included in the pre-read. Unsubmitted review answers are also excluded.Update the report
New submitted answers or changes to reviewees, visible questions, supplemental data, or calibration details can make the report out of date. Changes to participant roles do not. Only a facilitator can select Regenerate pre-read to update the report. Facilitators and committee members can read a completed report, copy it, or download it as a PDF.Send the report
A facilitator sends the report manually when it is ready. There is no scheduled send time. Windmill sends the report by email only. It does not send it in Slack or in a Windy chat.1
Open the pre-read
Open the calibration’s pre-read and select Send.
2
Add a message
In Send pre-read, edit the optional Message. It starts with default text. The limit is 2,000 characters.
3
Send the email
Select Send to participants. Windmill emails all current facilitators and committee members, including you. Reviewees never get the report.