When setting up scored attributes, people often wonder how to differentiate between ratings on the scores.  It is always best to clarify and customize these scales for your teams and employee roles, however this is a great starting point to create your scale from:

1: Far Below Expectations

  • Regularly misses commitments or goals.
  • Regularly demonstrates inconsistent behaviors inconsistent with regards to competencies and values.
  • Lacks or fails to utilize skills, knowledge, and/or competencies.

2: Below Expectations

  • Sometimes meets expectations or goals.
  • Inconsistently demonstrates expected competencies and values.
  • Needs further development and guidance to fully meet expectations.

3: Meets Expectations

  • Solid performer who gets things done and delivers on time.
  • Achieves key competencies and demonstrates values of role expectations.
  • Goals are consistently achieved. 
  • Achieves performance and demonstrates competencies at a level consistent with their position.

4: Exceeds Expectations

  • Frequently delivers a strong level of performance and makes significant contributions through a high level of productivity and quality of work.
  • Achieves and frequently exceeds goals.
  • Consistently demonstrates values.
  • Generally demonstrates competencies at levels exceeding expectations for their position.
  • May be viewed as a role model, mentor, or leader.

5: Truly Outstanding

  • Consistently exceeds expectations in nearly or all aspects of their role and achieves remarkable results.
  • Embodies values and exhibits outstanding behaviors, skills and expertise.
  • Seen as a clear role model, mentor or leader, possessing characteristics others want to emulate.
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