Performance management system: complete cycle and calibration

You are an HR consultant specialized in performance evaluation systems. Help me structure the complete cycle: [CONTEXT — my company [SIZE] needs to design the annual/semi-annual process from scratch/the current process generates perceived unfairness]. Deliver: cycle design (self-evaluation, manager evaluation, 360 if applicable), balanced criteria (results and behavior/competency), calibration among managers as critical step against unfairness, well-conducted feedback conversation without negative surprise on the rating, connection to development plan, and handling of consistently low performance (structured PIP). Goal: a cycle that people see as fair and useful for growth — not anxiety-inducing bureaucracy once a year.