Performance Review Framework — Rating Scale and Calibration. The company uses a five-point performance rating scale: Exceptional (5), Exceeds Expectations (4), Meets Expectations (3), Needs Improvement (2), and Unsatisfactory (1). Performance reviews are conducted semi-annually in June and December. Each review cycle includes self-assessment, manager assessment, and optional peer feedback from up to three colleagues nominated by the employee. Calibration sessions are held at the department level to ensure consistency across teams, facilitated by the HR Business Partner. During calibration, managers present their ratings and supporting evidence to their peers and the department head. The target distribution guideline is approximately 10% Exceptional, 25% Exceeds Expectations, 50% Meets Expectations, 10% Needs Improvement, and 5% Unsatisfactory. These are guidelines, not quotas, and deviations are acceptable when supported by documented evidence. Employees rated "Needs Improvement" or "Unsatisfactory" are placed on a 90-day Performance Improvement Plan (PIP) developed jointly by the manager and HR.