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Performance Appraisal Ratings

How to develop employee appraisal rating systems

Performance Appraisal Ratings

If you're like most organizations you ask your managers to assign a rating to employees during the performance review process. No one likes to be rated and most people don't like assigning ratings.

Unsure of the Pros and Cons of Performance Ratings? View our blog post on performance ratings systems for more in depth exploration on this often debated topic.

Do you need to have an appraisal rating system? 

Because what is achieved in the job is just as important as how it's achieved, you should highly consider a system that simultaneously rates both Job Competence (including job responsibilities, skills and goal achievement) and Behaviors.

The advantage of using a dual rating system is that it can more accurately reflect the actual performance contributions of the individual being rated. Real world example: the highly competent employee who accomplishes all of their job responsibilities yet treats their colleagues like second class citizens. In other words, the work gets done but their behavior towards co-workers is deplorable. On a rating scale of 1 to 5 (with 5 being the highest) a manager might be apt to give the employee a 4. Discounting the rating by one point to account for the employee's lousy treatment of colleagues. In reality, their Job Competence Rating is a 5, the highest and the Behavior Rating should be a 1 or 2. Click here for an example appraisal ratings form.

A note about on-line tool ratings: In some online employee performance management systems, you are able to weight each competency or performance goal based on priority giving you the flexibility to choose the best rating scheme, and even mix and match rating scales by form, based on the position. Here's a worthwhile article originating from Halogen Software on how to choose the best rating approach Choosing the Best Method to Assess and Rate Competencies.