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Performance Appraisal Rating Scale
Training & Organizational Development
Performance Appraisal Rating Scale
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
Hi, My CEO has asked for a specific performance rating scale that she would have used at some point in her telecom career. It is a 5 level scale with A1, A2, A3 and two levels of Exceeds. If you have
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Forums » Topic Forums » Training & Organizational Development » Performance Appraisal Rating Scale
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Performance Appraisal Rating Scale
posted at 12/15/2009 1:41 PM EST
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Posts: 2
First: 12/15/2009 Last: 12/16/2009 |
Hi, My CEO has asked for a specific performance rating scale that she would have used at some point in her telecom career. It is a 5 level scale with A1, A2, A3 and two levels of Exceeds. If you have a sample of this scale or can suggest where I can find a copy of it, I'd love to hear from you.
Michele Doucet, Talent Management |
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Performance Appraisal Rating Scale
posted at 12/16/2009 7:22 AM EST
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Posts: 11
First: 12/16/2009 Last: 8/15/2011 |
Here is the 5-point rating scale we use:
1 - Unsatisfactory Perfomer 2 - Successful Performer - Minus 3 - Successful Performer 4 - Successful Performer - Plue 5 - Exeptional Performer This is how they match up on a 3-point rating scale: 1 - Did Not Meet Expectations 2, 3, 4 - Met Expectations 5 - Exceeded Expectations |
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Performance Appraisal Rating Scale
posted at 12/16/2009 10:57 AM EST
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Posts: 2
First: 12/15/2009 Last: 12/16/2009 |
Thank you for your reply. Do you have descriptions to support each of the ratings? Your scale comes close to what the CEO is looking for. If yes, please e-mail me at mdd11@eastlink.ca
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Performance Appraisal Rating Scale
posted at 12/21/2009 4:03 AM EST
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Posts: 44
First: 1/23/2007 Last: 12/26/2009 |
Before giving the rating, you have to think how you will reach to this rating. You may stand some parameters like; Description 'V good' 'abv 'unstfctry' etc 1. Leadership skill 2. Ethical behavior 3. Working efficiency 5. Share knowledge and more.... You may set some point for the above ratings...and get total numbers. You may get below ratings for employee performance if number 90 - 100 = A+ 80 - 89 = A 70 - 79 = B+ 60 - 69 = B 50 - 59 = C Below 50 = D (fail) You also can easily integrate this process into your salary review. If your general salary growth is 10% then, you may distribute like as below; A+ = 10% B+ = 9% B = 8% C = 7% D = No increment Obviously, you have to add some additional increment for promotion (if any) and adjustment (if require). Hope, everything is clear now.. |
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Performance Appraisal Rating Scale
posted at 3/24/2010 8:17 AM EDT
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Posts: 2
First: 8/19/2003 Last: 3/24/2010 |
I use a dual rating scale that takes into consideration Job Competence (the "what" that gets done; job responsibilities, skills and goals) AND Behaviors (the "how" which can encompass your values/mission and competency model if you have one). You can find the ratings form and associated descriptions at http://www.employeeperformancesolutions.com/resources/performance-appraisal-ratings/ |
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Performance Appraisal Rating Scale
posted at 4/5/2010 10:44 AM EDT
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Posts: 2
First: 4/5/2010 Last: 4/5/2010 |
If your goal is a report card, which employees then compare and grouse about, use the numbers. If it's employee development, use the job description and have a conversation about what works well/doesn't work well about each factor. |
Forums » Topic Forums » Training & Organizational Development » Performance Appraisal Rating Scale
