When using the rating scale (example below) the distribution curve shows in an organisation where you would likely to see most of the organisations performance ratings. The midpoint in this example is between 2 and 3. When rating team members the 1 is showing minimal poor performers and 4 showing minimal top performers. In ideal performance management processes the way managers should manage team members is to shift the distribution curve to the right – poor performers are pushed to become better performers and top performers are stretched and challenged to become even better.
1 2 3 4
An example using a 4 point scale
|
Exceeds expectations (4) |
The team member consistently performs at a level often above and beyond the skills indicated for the target level of their role. |
|
Meets Expectations (3) |
The team member consistently performs the skills needed for the target level of their role. |
|
Below Expectations (2) |
The team member sometimes demonstrates the skills needed for the target level of their role. Further development or improvement is required. |
|
Development Need (1) |
The team member is not demonstrates the skills needed for the target level of their role. Further development or improvement is required. |
Related Topics