If you rate performance with a score, grade or even a word, then this course is for you. It focuses on how to apply ratings fairly, without bias and in a way that motivates your people. What we do is important, but it is how we do it that differentiates great performance from good performance.
As mentioned within the performance management course (linked here), rating and comparing team members is no longer seen as an effective way of understanding people’s job responsibilities or objectives. They need to be managed on an ongoing basis through open conversation, sometimes on an informal basis. This stops success being measured against other people’s achievements and recognised for the progress of the individual. However, many organisations performance management processes still have ratings firmly embedded. Some organisations link ratings to pay awards and bonuses which means that fair ratings are even more important.
Some companies have moved away from grades, numbers or words to describe performance towards a colour system or even a smiley face approach. Regardless of the approach, the intention is the same and the mistakes or ratings traps still exists.
4-Level Matrix
4 - Advanced
This is when your team member has broad and deep understanding and skills, with substantial experience in their area. This can apply the competency regularly and independently and display this competency in complex, varied situations. They are a role model for this competency.
3 - Competent
This is when your team member has sufficient understanding and experience to operate at a full professional level.
2 - Developing
This is when your team member has a general understanding of the key principles of this competency but with limited or no applied experience. Capable of using this competency with coaching and support.
1 - Under Development
Does not demonstrate this competency at the expected level, even with available assistance or direction from others.
Two ways you can rate for success against the above criteria is through either:
1) A RAG status – Red for underperformance, Amber for good but some development is required and Green for great performance.
2) Through using smiley faces, for example: sad, neutral or happy
Regardless of the process, no-one likes to be rated, so the feedback approach is critical for success. Most employee rating lists contain a detailed look at attendance, productivity, competencies, and time management so it attempts to be a more holistic in its assessment.
Some companies may place an added focus on working well with a team or fitting into the company culture or behavioural competencies. The ratings may differ from department to department depending on the type of work done.