Section 2 – Competencies - Please rate the employee’s performance using the same rating scale as in the previous section for the following: Rating . There’s nothing more black-and-white as a rating scale — whether you’re using a 3-point, 5-point, or letter-grade system. Good performance allowing core position requirements to be successfully fulfilled. Few things seem to elicit more opinions (and misinformation) in measurement than the “right” number of scale points to use in a rating scale response option. The following definitions have been researched and developed to assist managers and supervisors with the evaluation of employees in the Performance Development Program. Rating Scale Definitions . Required: Minimum of three (3) to a maximum of five (5) SMART goals entered and leader approved; one (1) goal is required in the category of Professional Development These approved goals will automatically be imported into the appraisal's goal section at time of appraisal launch (06/03/19) Required: Rating applied to each goal in the section, based upon the 3-point rating scale *(This rating requires specific examples) MEETS (3) Performance is consistently acceptable and meets expectations. • Performance levels are below established requirements for the job. The scoring of each criterion must be based on the strengths and weaknesses of the . • Performance may impede the work of others and the unit. EXCEEDS (4) Performance is above expected level or requirement. Human Resources – Learning and Organizational Development. Performance is below expectations and work requires guidance and monitoring. Is consistent in word and actions. Right away, you’ll see who your company’s managers view as the top performers, sorted into ranked lists. 2 ... 3 Core Competency Definitions Building Trust HONEST: Behaves and expresses oneself in an open and honest manner. Eleven points “pretend noise is science.” You never need more than three points. PERFORMANCE DEVELOPMENT RATING SCALE DEFINITIONS . To Application assist in assigning an appropriate score, the following can be used as a guideline: Rating Descriptive Statement Emory University. For example, here […] Competency Definitions, Example Behaviors & Rating Scales For Performance Management Emory University . Rating Scale . No, seven points. • Employee requires close guidance and direction in order to perform routine job duties. Outstanding (1): Consistently meets and often exceeds expectations. The basic system description uses a five-level rating system: Level 5 – Outstanding, Level 4 – Exceeds Fully Successful, Level 3 – Fully Successful, Level 2 – Minimally Satisfactory and Level 1 – Unsatisfactory. Five-point scales are the best. Use of a three-point rating scale is also a possibility, but the result will often be the previously discussed reluctance to apply the lowest rating properly. A consistent model of excellence. Agencies may use agency-specific labels, which they must include in their additions to the basic system description. • Employees with this rating fail to satisfactorily perform most aspects of the position. Never use a ten-point scale. In this case, the best practice is to switch to a five-point rating scale where the middle rating point reflects solid performance. Sample A: Only the following adjectives may be assigned: Outstanding, Good, Adequate, Fair and Poor . 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