What is the graphical rating scale?
The main detached of this course is to classify each
employee in different levels of performance. It is mainly used to determine
salary adjustments and promotions or, in some cases, even lateral movements of
employment.
The graphical score is used to measure a wide range of
employee behaviors. The behaviors required for the employee's work efficiency
are measured. Generally, taking initiatives, meeting deadlines, working well in
a team are some of the traits that are measured; however, they may differ by
industry, company, department, and role.
In most cases, the score consists of all the criteria, such
as 2 scores for personal competence, 2 for personal goals or objectives, 1
score for service purpose, and 2 for overall organizational goals.
Format a graphical rating scale
There are several ways to write a graphical rating scale. It
is at the sole decision of the employer and the needs of the employee, which
will determine the wording of the evaluation scale.
In any case, near will be a rating scale with two extremes.
Here are some of the standard formats of the graphical rating scale:
1. Numerical scale
The numeric scale consists of numeric dimensions. This score
can range from 1 to 5 or 1 to 10. A score of 1 indicates that improvement is
needed and 10 is perfect. The downside to this type of scale is that it focuses
on behavioral traits that may not be specific to all jobs.
The organization must develop specific criteria that can
save you legal fees.
2. Word scales
Verbal skills are performance-related terms that define and
evaluate employee performance. For example, the rating scale can be classified as
poor, fair, good, and excellent.
3. Feedback scales
Feedback scales are short or long lines of feedback that are
agreed to the servant.
However, the comments ought to be standard and common to
all. For example, does it meet expectations, below expectations, above average,
etc. Sometimes comments can also be phrases.
4. Mixed standard scale
Within this scale, there are mixed statements representing
average, brilliant, and poor recital. The supervisor is requested to rate a
plus (+), nothing (0), or minus (-), which means above normal, average, and
below average, respectively.
Characteristics of a good graphical rating scale
The graphical rating scale varies by company, industry, and
department. It is essential that, in any case, the scales are based on behavior.
The evaluation criteria by which employees are evaluated
must be properly defined so that they are the same for all employees.
Definitions that send mixed messages or are presented as
ambiguous should be avoided. Honesty, loyalty, etc. they are vague terms and
send mixed messages and therefore should not be used on the rating scale.
The scale must be exact and precise so that the employee
knows his classification, his points or the score of her. It should never be a
rounded or added number.
Scores must be relevant to the behavior being slow. For
example, to measure leadership, scores should be performance-oriented,
balanced, laissez-faire, or user-friendly, etc.
Advantages of the graphical rating scale method
Regardless of the graphical scale method used to measure
performance, it must be clear and understandable to both the employee and the
manager. You should have adequate definitions of the terms that are explained
in it without misunderstanding.
There should be a standardization of all comparison criteria
All behaviors must be quantified numerically. This makes the
rating system easy to run and compare with others. Also, it is easier for the
organization to group employees by the same qualifications into similar groups.
Disadvantages of the graphical rating scale method
The scores may or may not be correct, depending on the
perception of the judges. Each judge will have a different perspective when
evaluating behavior.
Most of the time, ratings are difficult to give because you
label them difficult or misleading, as the rating scale does not illustrate
ideal behaviors.
Various perception problems such as effe
