A modern approach to the employee performance rating scale
On first glance this may look like an ordinary rating scale, but look closely to see some key differences. Each ‘level’ is a named category to avoid people feeling like they are scored for example a 2 out of 5 (instead they are ‘achieving their role’ which is might be very good for someone who recently started).
Next you will notice the descriptions that define each category are based on observable behaviours rather than the subjectivity of a rater’s opinion.
And lastly you’ll notice the mid-point of performance is at level 2 rather than the mid-point of the scale. This allows for greater identification (and aspiration) for above normal performance.