Performance Appraisal Rating Scales

A number of rating scale approaches can be used to appraise performance. Some employers use one scale for all jobs and employees, some use different scales for different groups of employees, and others use a combination of methods.The following discussion highlights different rating scales and tools that can be used, as well as some of the advantages and disadvantages of each approach.

Rating scales are used in performance management systems to indicate an employee's level of performance or achievement. The graphic rating scale allows the rater to mark an employee’s performance on a continuum indicating low to high levels of a particular characteristic. Because of the straightforwardness of the process, graphic rating scales are common in performance evaluations.

In an attempt to overcome some of the concerns with graphic rating scales, employers may use behavioral rating scales designed to assess individual actions instead of personal attributes and characteristics. Different approaches are used, but all describe specific examples of employee job behaviors. In a behaviorally anchored rating scale (BARS), these examples are “anchored” or measured against a scale of performance levels.

However, several problems are associated with the behavioral approach. First, creating and maintaining behaviorally anchored rating scales requires extensive time and effort. In addition, many appraisal forms are needed to accommodate different types of jobs in an organization.

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