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Performance Ratings

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A performance rating answers the basic question as to ‘how well the Employee has performed against the agreed goals and objectives during the reference period concerned’. Rating systems are the most commonly used method of evaluating and measuring Employee performance. 

As part of the interim and year-end performance review process, individual performance, including results achieved and competencies demonstrated are rated on a defined scale against the agreed performance goals or objectives. The scale typically involves a descriptor such as ‘Outstanding’, ‘High Performance’, ‘Doing the Job’, ‘Under Performance’, ‘Unacceptable’ and numerical rankings of performance incorporating anything from one (the lowest performance level) to five (highest performance level).

In order for Employee performance to be evaluated fairly, the assessment measures utilised should be objective, transparent and applied consistently across the Organisation. The basis upon which Employee performance is measured and the standards by which ‘good’ performance versus ‘poor’ or ‘unacceptable’ performance should also be clearly defined and communicated. An Employee performance rating should be determined based solely on actual performance and should not be dictated by other factors such as Employee function, role or seniority.