Most common job performance evaluation scales

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Rating scales are a means of measuring employees’ work performance . Without them, we can hardly define what employees’ strengths and weaknesses are.

In this sense, evaluation scales are an indispensable and important tool in any type of company that needs to carry out a performance evaluation of its entire workforce.

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What are performance appraisal scales?
A correct performance appraisal system allows us to assess the extent to which an organization's staff can master certain skills, knowledge or competencies. Especially those required to perform the specific tasks of their role.

The scale shows a range. For example:

Unsatisfactory to very satisfactory
0 to 10.
0% to 100%.
Below average to excellent.
Beginner to expert.
Performance evaluation scales can also be graphical and visual. An example is a five-star rating, with one star being the lowest possible score and five being the highest.

It is about communicating the measurement in a simple way that is easy belgium whatsapp list for anyone to understand.

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Importance of defining a scale
Establishing an evaluation scale is as important as knowing how a company's employees are performing their work. It is the means to essential ends at a strategic level.

Without a clear and defined scale, we will not be able to evaluate the team's performance. Let's keep in mind that this performance is of fundamental importance in the constant growth and development of the company and the employee in question.

Furthermore, measurement scales in job performance assessment provide subjectivity and transparency to the process, since they are based on pre-established indicators. This allows managers to explain and justify their decisions regarding human capital.

Among the most common disadvantages of a performance evaluation are the lack of subjectivity and the influence of personal bias on the part of the evaluator. A simple and clear evaluation system will help to avoid this type of difficulty at all times.

Graphic performance evaluation scales
Three-point scale
The three-point scale has three possible responses that generally represent one neutral option and two opposites:

Below expectations : They need to improve their results and additional training.
Meets expectations : They consistently meet expectations and sometimes exceed them.
Exceeds expectations : They always achieve their goals and are able to positively influence others.
While this type of scale can be used to measure specific criteria, it often lacks the nuance needed to perform an assessment. For this reason, using five possible answers, for example, will give us a much more specific view of a person's performance.

Likert scale
The Likert scale is used within the human resources department to measure skills and to determine the evaluator's level of agreement with a statement. For example:

Question : Are you satisfied with the assessment performance?
Answers :
I totally disagree.
I disagree.
Neutral.
I agree.
I totally agree.
If we want to opt for a similar model, it is essential that the scale is symmetrical. This means that it must have the same number of positive and negative responses. We can also separate them with a more neutral option if necessary or if we want.

Differential semantic scale
In this specific case, we use two different assessment alternatives to indicate where your opinion lies. It can be positioned somewhere between the middle or the extremes. For example:

Question : How would you rate the evaluator's communication skills?
Answer : Good communicator ______________________bad communicator
Typically, seven blank spaces are left in the center and the chosen answer is marked with an X. This is one of the most widely used graphic scales in evaluating job performance .

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