Graphical rating scale, one of many ways to measure performance, is an approach in which a persons performance is evaluated on the basis of competencies. In this system, supervisors assign ratings for each category of performance based on the scale of 1 to 5 or 1 to 10. This process provides clear and measurable performance evaluation for both the managerial staff as well as the employees.
The graphical rating scale is an effective method for appraising employees and is widely used in organizations. The first step of the process is to identify the job competencies that are important for the successful completion of a task or job. The supervisor, in consultation with the employee, will identify the relevant job competencies. These competencies usually include such things as attendance, attitude and quality of work produced. Once the competencies are identified, the supervisor then assigns a numerical value to each one. This value can range from 1 to 5 or 1 to 10, depending on the company’s preference. The next step is for the supervisor to rate the employee’s performance. This is done with a rating based on the scale that was previously established. After the ratings are completed, the final step is to summarize the performance by providing a total score on the scale that was previously established.
The graphical rating scale is an effective method to measure performance because it is clear and measurable. This makes it easier for the supervisor to recognize if an employee is performing at a satisfactory level or if improvement needs to be made. Additionally, because it is a numerical rating scale, the supervisor can compare the performance of the employee with the performance of others. Finally, it is also easier to predict future performance of an employee with the graphical rating scale. If the supervisor notices a trend in performance, they can take steps to correct the issue.
The graphical rating scale is not without its drawbacks. One of the biggest drawbacks is that this system can be bias. Supervisors may give employees lower ratings that many other people would feel are probably too low. This can lead to dissatisfaction, lower morale, and even discrimination in the workplace. There is also the potential for subjective preference. Supervisors can make decisions based on their preferences, rather than on the managerial competencies. This subjective preference can lead to ratings that are not accurate representative of the actual performance.
Despite its drawbacks, the graphical rating scale provides one of the best systems for measuring performance. It is a clear, measurable system that allows for quantification of performance. The supervisor and the employee can objectively discuss the performance of the employee. This can lead to real results in improving performance because both parties have a clear understanding of what needs to be improved and how to go about it. Additionally, the graphical rating scale allows supervisors to accurately compare one employee’s performance to another. This makes it easier to identify areas of improvement and reward higher performers. Finally, the graphical rating scale is an effective way of predicting future performance, as the supervisor can use past performances to anticipate future results.
