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Graphic Rating Scale

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Graphic Rating Scales


← The oldest and most widely method used for performance appraisal. ← A scale that allows the rater to indicate an employee’s performance on a variety of job behaviors. ← The Rating Scale is a form on which the manager simply checks off the employee’s level of performance.

Graphic rating scales require an evaluator to indicate on a scale the degree to which an employee demonstrates a particular trait, behavior, or performance result. Rating forms are composed of a number of scales, each relating to a certain job or performance-related dimension, such as job knowledge, responsibility, or quality of work. Each scale is a continuum of scale points, or anchors, which range from high to low, from good to poor, from most to least effective, and so forth. Scales typically have from five to seven points, though they can have more or less. Graphic rating scales may or may not define their scale points.

How is it used?

← It is used to indicate on a scale the degree to which an employee demonstrates a particular trait, behavior, or performance result.

Acceptable rating scales should have the following characteristics:

1. Performance dimensions should be clearly defined.
2. Scales should be behaviorally based so that a rater is able to support all ratings with objective, observable evidence.
3. Abstract trait names such as "loyalty," "honesty," and "integrity" should be avoided unless they can be defined in terms of observable behaviors.
4. Points, or anchors, on each scaled dimension should be brief, unambiguous, and relevant to the dimension being rated. For example, in rating a person's flow of words, it is preferable to use anchors such as "fluent," "easy," "unimpeded," "hesitant," and "labored," rather than "excellent," "very good," "average," "below average," and "poor."

Performance Dimensions…...

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