Performance can be measured through a graphic rating scale by using a visual continuum representing different levels of performance for specific job criteria. Raters select a point on the scale that best reflects the employee's performance, providing a quantifiable measure.
Understanding Graphic Rating Scales
Graphic rating scales are a common performance appraisal method used to evaluate employee performance across various dimensions. These scales present raters with a continuum, often a line or bar, anchored by descriptions of performance levels, ranging from unsatisfactory to outstanding.
Key Features of Graphic Rating Scales:
- Defined Performance Criteria: The scale includes specific performance criteria such as quality of work, quantity of work, teamwork, attendance, etc.
- Visual Continuum: A line or scale visually represents the range of possible performance levels. This can be numerical (e.g., 1-5), descriptive (e.g., Poor to Excellent), or a combination of both.
- Rater Judgment: The rater (usually a supervisor) evaluates the employee's performance for each criterion and marks the point on the scale that best reflects their judgment.
How Performance is Measured:
The graphic rating scale allows for performance measurement in the following way:
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Identification of Key Performance Indicators (KPIs): First, critical aspects of the job are identified and translated into measurable performance criteria. Examples include:
- Customer Service: How well the employee interacts with and assists customers.
- Problem-Solving: The employee's ability to identify and resolve issues.
- Communication: The effectiveness of the employee's written and verbal communication.
- Initiative: The employee's proactiveness and willingness to take on new challenges.
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Construction of the Scale: A rating scale is developed for each KPI. For instance:
Performance Criterion Scale Quality of Work 1 (Unacceptable) - 2 (Needs Improvement) - 3 (Meets Expectations) - 4 (Exceeds Expectations) - 5 (Outstanding) Teamwork Poor - Fair - Good - Very Good - Excellent -
Rater Evaluation: The supervisor observes the employee's performance throughout the evaluation period and then assesses each criterion by selecting the appropriate point on the scale.
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Quantifiable Results: The selected point on the scale provides a quantifiable measure of performance for each criterion. These scores can then be aggregated to provide an overall performance rating.
Example:
Let's say an employee is being evaluated on "Communication Skills." The graphic rating scale might look like this:
Communication Skills:
1 (Needs Significant Improvement) --- 2 (Needs Improvement) --- 3 (Meets Expectations) --- 4 (Exceeds Expectations) --- 5 (Outstanding)
If the supervisor believes the employee consistently exceeds expectations in communication, they would mark "4" on the scale.
Advantages and Disadvantages
While simple to use, graphic rating scales have some limitations:
- Advantages: Easy to understand and implement, provides quantifiable data, and allows for comparison across employees.
- Disadvantages: Subjectivity in rating, potential for rater bias (e.g., halo effect, leniency bias), and lack of specific feedback for improvement.
Despite these disadvantages, graphic rating scales remain a widely used performance appraisal tool due to their simplicity and ability to provide a relatively quick and easy assessment of employee performance. To mitigate biases, organizations often provide training to raters and use multiple raters for each employee.
