We currently have a 3-point performance rating scale (exceeds, meets, below expectations) however, our leaders provided feedback that they would like a 4-point scale that would allow a rating option that sits between meets and exceeds (i.e. a rating and description that describes performance that is more than meets but isn’t exceeds). What is your organization’s performance rating scale and what research did your organization use to determine this scale? Do you have any preferred consultants that you would recommend for advising rating scales to drive performance and engagement?

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HR Managera year ago

we have a 5 rating scale. Does not meets- needs improvement-meets-high meets-exceeds expectations.

HR Manager in Manufacturinga year ago

Hello! Using odd Likert scales to avoid central tendency bias is always advisable. Precisely in this way, you force the respondents to position themselves about the question and not to adopt a neutral response that always puts them in a good light with the person being evaluated. Perhaps you could use a 5-point scale and introduce descriptions that let respondents feel more comfortable in their choices.

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no titlea year ago

Sorry! I meant to say even scales.<br>

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