Graphic rating scales

Graphic rating scales

1. Definition of the rating scales

• The Rating Scale is a form on which the manager simply checks off the employee’s level of performance.
• This is the oldest and most widely method used for performance appraisal.
• The scales may specify five points, so a factor such as job knowledge might be rated 1 (poorly informed about work duties) to 5 (has complete mastery of all phases of the job).

2. Content of appraisal

• Quantity of work. Volume of work under normal working conditions
• Quality of work. Neatness, thoroughness and accuracy of work Knowledge of job.
• Dependability. Conscientious, thorough, reliable, accurate, with respect to attendance, relief, lunch breaks, etc.
• Judgment
• attitude. Exhibits enthusiasm and cooperativeness on the job
• Cooperation . Willingness and ability to work with others to produce desired goals.
• Initiative.

3. Rating scales

Rating scales can include 5 elements as follows:
• Unsatisfactory
• Fair
• Satisfactory
• Good
• Outstanding

4. Advantages of the rating scales

• Graphic rating scales are less time consuming to develop.
• They also allow for quantitative comparison.

5. Disadvantages of the rating scales

• Different supervisors will use the same graphic scales in slightly different ways.
• One way to get around the ambiguity inherent in graphic rating scales is to use behavior based scales, in which specific work related behaviors are assessed.
• More validity comparing workers ratings from a single supervisor than comparing two workers who were rated by different supervisors.

6. Related documents

Rating scale form
Performance appraisal methods
Performance appraisal handbook
360 degree performance appraisal

Comments

comments

Leave a Reply