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

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