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As part of "annual people performance process", it is a common practice, that we measure "individual goals" & set scales to measure it. It is also a practice, that we measure "Values/Behavior" (honesty, open communication, respect to diversity etc.) as part of the process.Do we need to have standard5 point scale or simple2 point 'decisive scale' (yes or no) for measuring values/behavior?
1 = Poor effectiveness
2 = Marginal effectiveness
3 = Moderate effectiveness
4 = Good effectiveness
5= Very good effectiveness
In performance evaluating you need to know if the employee is following the standard values that the company follows, so you need to evaluate those values, i prefer5 points scale.
The5 point scale is more comprehensive and fairly reflect the fair evaluation of the performance of employee.
you can have the combination of both, however sometimes this type of rating scales comes subjective, you can also use the descriptive type of performance appraisal.
It should be decisive scale........."Value & Behavior" is either IN or OUT....there cannot be a grading scale. example :: Demonstration of "Integrity" cannot be2 out of5 instances........one is expected to show integrity always.....!!
A 4 point scale also is helpful
1) Above Expectations
2) At Expectations
3) partially meets expectaions
4) Below expectations
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