Performance Rating Scale Definitions and Examples

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Performance Rating Scale and Definitions

Posted 02 January 2021

These guidelines are standards of performance expected for each rating level and should be used to assist employees and managers in understanding and applying the correct performance ratings.

Exhibit 1

The Performance Rating Levels will identify and reward high performers and encourage low performers to improve.

Outstanding Performance Rating

Reserved for employees who provide an exceptional level of performance and who regularly and substantially exceed overall expectations. Outstanding performers work with little or no supervision and generate output that is exceptionally high in quality, quantity, and timeliness.

The individual assumes a remarkably high level of responsibility for his or her own performance, contributes to the mission, vision and values of a company and stands as a role model for other employees. Outcomes are of such quality that they occur among only a small number of employees.

Examples:

Routinely volunteers for extra work/responsibility while maintaining strong job performance
Consistently exceeds quotas or production standards
Often suggests new policies, procedures, techniques as a need emerges rather than waiting until the need is overwhelming
Maintains a positive and professional manner even when under severe provocation or pressure; welcomes constructive criticism
Effectively juggles multiple priorities, tasks, and/or user requests
Helps facilitate change in a positive manner
Readily assumes responsibility
Communicates clearly; fosters communication in every direction by actively engaging in the exchange of information and encouraging this activity in supervised staff
Recognized for exceptional expertise and leadership

Excellent Performance Rating

The employee's performance regularly exceeds the work requirements. The employee demonstrates a desire and ability to excel in performance. Employees rated at this level should demonstrate most of the characteristics described in the below examples.

Examples:

Often volunteers for extra work/responsibility while maintaining strong job performance
Often exceeds quotas or production standards
Designs new techniques as requested, considering the concerns and suggestions of others
Suggests new policies or procedures when prompted
Maintains a positive and professional manner, even when under pressure; willingly accepts constructive criticism
Juggles multiple priorities and tasks
Adapts to changing situations; maintains a positive attitude
Demonstrates a commitment to service over time, thus representing the in a positive manner
Communicates clearly; able to persuade others through effective communication

Good Performance Rating

Employees rated at this level meet expectations. A rating at this level indicates that the employee is a competent, productive, and valued member of the team. A fully successful employee consistently meets expectations within specified time and cost limits.

Employees rated at this level should demonstrate most of the characteristics described in the below examples.

Examples:

Produces quality of work to meet job expectations
Applies logic and reason successfully when making decisions; makes few errors due to oversight and/or misunderstanding
Applies appropriate judgment in responding to and referring questions or resolving problems
Willingly implements new techniques, considering the concerns and suggestions of others
Accepts constructive criticism
Handles suggestions to problems within an appropriate time frame
Is a good listener; provides appropriate information to others; assists others with projects when asked
Minimizes wasted time or downtime; continuously tries to improve work performance
Maintains up-to-date knowledge of relevant procedures and functions
Readily accepts a change once the team decides to move in a direction
Adheres to time and attendance rules

Needs Improvement Performance Rating

Employees who do not meet overall expectations in some areas but do meet expectations in other performance areas. The employee has demonstrated some willingness or ability to improve performance and resolve deficiencies that are less than satisfactory, and which require steps be taken to improve performance. Employees in this category need improvement to reach the fully successful level.

Examples:

Performance is inconsistent when completing work; fails to complete tasks without frequent reminders; often exceeds the expected time frame to complete assigned tasks
Often looks for reason why assignments cannot be accomplished rather than figuring out how to complete work
Requires considerable supervisory monitoring, consultation, and modification to implement goals and priorities in a timely and/or effective manner
Fails to anticipate or respond effectively to crises, obstacles, and/or changes in program direction
Does not make meaningful contributions to solving problems
Fails to adhere to time and attendance rules

Unsatisfactory Performance Rating

Employees at this level clearly and consistently fail to meet all or most significant job expectations. The employee shows either unwillingness or an inability to improve. When performance is at this level, a corrective action needs to be taken.

Examples:

Negligent in carrying out responsibilities
Misuses telephone and/or computer resources
Purposefully wastes materials, damages equipment or property
Requires substantial supervisory monitoring, consultation, and modification to implement goals and priorities in a timely and/or effective manner
Unwilling or unable to respond to crises, obstacles, and/or changes in program direction
Often fails to recognize and identify routine problems
Absent, tardy, or sleeps on the job; knowingly fails to report an absence

Employees rated Unsatisfactory must be reinforced with a report highlighting the area of concern.

Employee at this level must receive a notice in writing and if after three months no improvement in performance, the case should be transferred to HR to take the appropriate action.