Dear Friends,
I am a senior HR executive,working in a private company with an employee strength of 250 .
We have decided to change the existing appraisal method and I had been asked to design a new one.I have already developed one.
I have a doubt in setting the rating scales, that is ,should the rating range for lowest performance (completely unsatisfactory)and highest(outstanding performance) be less compared to the "meets expectation" category as the majority of employees fall into this category .
Please find below the rating scale that I have used in the new appraisal form , please give me your comments and suggestions on the same:
>20 : Completely unsatisfactory - Not able or willing to perform the essential functions of the job
21 - 40 : Needs improvement – Has to improve towards effective performance of all essential functions of the job, could be doing better.
41 - 80 : Meets Expectation-Performs all essential functions of the job effectively with minimal supervision.
81 - 95 : Exceeds Expectation-Contributes more than effective performance of essential functions and enhances the performance of self and others.
95 -100 : Outstanding - Effects measurable and lasting improvement in organizational performance
Should the range for meets expectation be that big(41-80) - Please let me know your comments and suggestion on the same.What are the criterias to be taken under consideration while setting the rating scales?
regards
Sharmila
From India, Madras
I am a senior HR executive,working in a private company with an employee strength of 250 .
We have decided to change the existing appraisal method and I had been asked to design a new one.I have already developed one.
I have a doubt in setting the rating scales, that is ,should the rating range for lowest performance (completely unsatisfactory)and highest(outstanding performance) be less compared to the "meets expectation" category as the majority of employees fall into this category .
Please find below the rating scale that I have used in the new appraisal form , please give me your comments and suggestions on the same:
>20 : Completely unsatisfactory - Not able or willing to perform the essential functions of the job
21 - 40 : Needs improvement – Has to improve towards effective performance of all essential functions of the job, could be doing better.
41 - 80 : Meets Expectation-Performs all essential functions of the job effectively with minimal supervision.
81 - 95 : Exceeds Expectation-Contributes more than effective performance of essential functions and enhances the performance of self and others.
95 -100 : Outstanding - Effects measurable and lasting improvement in organizational performance
Should the range for meets expectation be that big(41-80) - Please let me know your comments and suggestion on the same.What are the criterias to be taken under consideration while setting the rating scales?
regards
Sharmila
From India, Madras
Dear Sharmila,
Kindly note the following.
1) the rating scale can not be as low as >20.
2) Out satnding performance will be beyond 100.
The ideal scale would be
a) FAR BELOW EXPECTATIONS; Less than 40
b) Below Expectation 41- 55
c) Meets Expectations - 56- 70
d) Exceeds expectation - 71- 99
e) Far exceeds expectation 100 and above.
Also while going for normalization the bell curve is usually observed.
Kindy revert of you have any further queries.
Kind regards
Dayanand L Guddin
Senior Head - HR
BOBST INDIA
From Singapore, Singapore
29Kindly note the following.
1) the rating scale can not be as low as >20.
2) Out satnding performance will be beyond 100.
The ideal scale would be
a) FAR BELOW EXPECTATIONS; Less than 40
b) Below Expectation 41- 55
c) Meets Expectations - 56- 70
d) Exceeds expectation - 71- 99
e) Far exceeds expectation 100 and above.
Also while going for normalization the bell curve is usually observed.
Kindy revert of you have any further queries.
Kind regards
Dayanand L Guddin
Senior Head - HR
BOBST INDIA
From Singapore, Singapore
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