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Performance Rating and Feedback Rating & Performance Level
Performance-Level Definitions
The Rating-scale Format can Either
be Behavioral or Graphic
Behavioral:
Exceptional,
Good,
Average,
Inadequate, &
Need improvement
Graphic: Number of Scale
Points like
Alphabetically (a, b, c) or
Numerical (1, 2, 3,4); or
Initial: EX for Excellent, etc
Performance Rating and Feedback
Rating & Performance Level
Arguments FOR Ratings
Useful to Sum Up Judgments About People,
such as Exceptional Performers,
Underperformers
You Cannot Have Performance-related Pay
Without Ratings
Ratings Can Provide Basis For Predicting
People Who Perform Well In The Present Are
Likely To Go On Doing So In The Future
Performance Rating and Feedback
Rating & Performance Level
Arguments AGAINST Ratings
Ratings Are Difficult to Achieve
Consistency B/W Ratings Given By
Different Managers
Total Performance of Employee With
Single Rating is a Gross
Oversimplification
Performance Rating and Feedback
Rating & Performance Level
Arguments AGAINST Ratings
To Make Judgments On Basis Of
Overall Rating Is Dangerous
To Label People As Average Or
Below Average Is De-motivating
Performance Rating and Feedback Feedback, Coaching, & Counseling
Feedback Transmits
Information On Performance
From One Part Of A System
To An Earlier Part Of The
System In Order To
Generate Corrective Action
Performance Rating and Feedback Feedback, Coaching, & Counseling
360 – Degree Feedback – Definition
Systematic Collection Of Performance
Data On An Individual Or Group
Derived From A Number Of The
Stakeholders On Their Performance
(also known as Multi-source
Assessment)
Performance Rating and Feedback Feedback, Coaching, & Counseling
Criteria for 360-degree Success
It Has The Active Support Of Top Management
There Is Commitment Everywhere To The Process
Feedback Data are Used As the Basis For
Development
Questionnaire Items Reflect Typical Aspects of
Behavior
Performance Rating and Feedback Feedback, Coaching, & Counseling
Questionnaire Are Related To Events
Experienced By Individual
Well-delivered
Communication/Training Programs
Are Followed
Feedback Questionnaires Are Easy To
Complete
Bureaucracy is Minimized
T h a n k s fo r H a v i n g M e ! Questions, if Any?
Dr. M. Iqbal, Master Trainer and Career Mentor
