There may not be a Polish term yet invented. However, the opposite of the "guided distribution" is a "forced distribution", for which there is a Polish term.

W przeciwieństwie mamy forced distribution
metoda wymuszonego rozkładu (technika oceny pracownika)
Polega na ocenianiu pracowników poprzez przydzielanie ich do różnych kategorii, zazwyczaj "doskonały, dobry, kiepski".
https://www.etutor.pl/slownik-angielskiego?q=forced distribu...

Therefore, we may be justified in inventing the term "metoda kierowanego (niewymuszonego/normalnego) rozkładu". I could also suggest "normalnego rozkrozkładu, since it follows the normal, bell-shaped curve.


ccccccccccc
Guided distribution ranges

3.1 The purpose

The purpose of a guided distribution range is to establish an expectation and set a context for managing performance and conducting standard setting and moderation meetings.

3.2 The ranges

The guided distribution ranges are set out below, though this may vary at the end of the year dependent on departmental delivery (exceeded expectations of ministers) or overall performance (of Ministry). The ‘Must Improve’ category will include: those under formal poor performance management action at the time of the end-of-year review; those whose performance requires, or has required, improvement when considering the overall reporting period for example those new to grade; and those who have been dismissed for poor performance during the year.


Outstanding 10 – 25% of employees
Good 60 – 82% of employees
Must improve 8 – 15% of employees

3.3 Outside of range ratings

Where an assessment of performance based on evidence produces a different distribution of ratings than the distribution described above, employees will not have their performance rating changed to meet the distribution range. It is a guided system not a forced rating system. However, all ratings should be supported by evidence of the employee’s performance in the Performance Management Form. Managers and senior managers should be able to account for outcomes, if they are asked to do so, by either the Ministry or the PAPD. They will need to be able to present an evidence based justification for the deviation from the guided distribution.

https://issuu.com/presidency-reform-cyprus/docs/toolkit_-_cy...

-------------------------------------
Understanding guided distribution


Guided distribution is a less controversial approach to ranking than forced distribution, as it is a suggested percentage spread of performance ratings across the organisation rather than a predetermined spread (regardless of actual performance).

The distribution ratings follow the normal distribution or ‘bell curve’. Normal distribution is the most widely known and used of all distributions. The normal distribution approximates many natural phenomena for example, height and intelligence is approximately normally distributed; measurement errors also often have a normal distribution. The bell curve has developed into a standard of reference for many probability problems.

A person will be rated either ‘Outstanding’, ‘Good’ or ‘Must Improve’, utilising the Performance Wave (See Section 9). The suggested guided distribution ranges – across the Performance Wave - are set out below.


Outstanding 10 – 25% of employees
Good 60 – 82% of employees
Must Improve 8 – 15% of employees


https://www.mof.gov.cy/mof/papd/papd.nsf/0/56B8718561436EA3C...$file/TOOLKIT%20-%20Cyprus+Performance+Appraisal+policy+and+procedure.+comp%20framework%2018%20March%2014.doc

cccccccc