Graphic Rating ScaleGraphic Rating Scale

Presenter:

Scaling MethodScaling Method

•Graphic Rating ScaleGraphic Rating Scale This is the oldest and most widely method This is the oldest and most widely method

used for performance appraisalused for performance appraisal A scale that allows the rater to indicate an A scale that allows the rater to indicate an

employee’s performance on a variety of job employee’s performance on a variety of job behaviors. behaviors.

The Rating Scale is a form on which the The Rating Scale is a form on which the manager simply checks off the employee’s manager simply checks off the employee’s level of performance. level of performance.

Performance Dimensions Performance Dimensions

Quantity of workQuality of workInterpersonal skillsJudgmentAttitudeCooperation knowledgeManagerial skillsInitiativeProblem solvingCreativityIntelligence etc…..

Graphic Rating ScalesGraphic Rating Scales((Category Ratings)Category Ratings)

1 2 3 4 1 2 3 4

5 5 Poor Below Average Average Above Average Poor Below Average Average Above Average

OutstandingOutstanding(Unsatisfactory) (Fair) (Satisfactory) (Good)(Unsatisfactory) (Fair) (Satisfactory) (Good)

GRAPHIC RATING SCALEGRAPHIC RATING SCALE

© 2008 Thomson/South-Western. All rights reserved. 11–6

Who Conducts ratingWho Conducts rating

Supervisors rating their employees

Employees rating their superiors

Multisource

Outside sources rating

employees

Team members rating each

other

Employees rating

themselves

Sources of Performance Measurment

Who Evaluates, When, and How Who Evaluates, When, and How OftenOften

Most organizations Most organizations evaluate on an annual evaluate on an annual basisbasis Performance evaluations are Performance evaluations are

often scheduled for random often scheduled for random dates, such as the date of hiredates, such as the date of hire

Alternatively, all employees Alternatively, all employees may be evaluated on or near a may be evaluated on or near a single calendar date single calendar date

The evaluation can be at the The evaluation can be at the end of the task cycle end of the task cycle

Advantages of the rating scalesAdvantages of the rating scales

•Graphic rating scales are less time consuming to develop

•They also allow for quantitative comparison.

•Many organizations use graphic rating scales because they are easy to use and cost little to develop

•HR professionals can develop such forms quickly

Graphic Rating Scale DrawbacksGraphic Rating Scale Drawbacks

• Restrictions on the range and Restrictions on the range and type of rater responsestype of rater responses

• Differences in rater Differences in rater interpretations of scale item interpretations of scale item meanings and scale rangesmeanings and scale ranges

• Graphic rating scales also fail to Graphic rating scales also fail to provide a good mechanism for provide a good mechanism for providing specific, non-providing specific, non-threatening feedbackthreatening feedback

Errors or Problems in rating…Errors or Problems in rating…

• Halo effectsHalo effects• LeniencyLeniency• StrictnessStrictness• Central tendencyCentral tendency• Personal biasPersonal bias• Recency BiasRecency Bias• Contrast EffectContrast Effect

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APPROACH FIT WITH STRATEGY

VALIDITYCRITERIA RELIABILITY ACCEPTABILIT

Y SPECIFICITY

Comparative Poor, unless manager takes time to make link

Cab be high if ratings are done carefully

Depends on rates, but usually no measure of agreement used

Moderate; easy to develop and use but resistant to normative standard

Very low

Attribute Usually low; requires manager to make link

Usually low; can be fine if developed carefully

Usually low; can be improved

High; easy to develop and use

Very low

Behavioral Can be quite high

Usually high; minimizes contamination and deficiency

Usually high Moderate; difficult to develop, but accepted well for use

Very high

Results Very high Usually high; can be both contaminated and deficient

High; main problem can be test-retest depends on timing of measure

High; usually developed with input from those to be evaluated

High regarding results, but low regarding behaviors necessary to achieve them

Quality Very high High, but can be contaminated and deficient

High High; usually developed with input from those to be evaluated

High regarding results, but low regarding behaviors necessary to achieve them

Performance Evaluation ProblemsPerformance Evaluation Problems

No technique is perfect;No technique is perfect;they all have limitationsthey all have limitations

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