Learning & Teaching Fellow (retired)
Dr. Jogeshwar Mahanta
6th September 2013 From United Kingdom
We are using Bell Curve in our organization for annual appraisal, the following criteria is ideal for a construction company
Criteria : Appraiser & Reviewer will review the performance as per defined Rating scale :
A Excellent Exceeds requirement of competencies and shows competencies at next level
B Very Good Demonstrates all competencies at expected level plus exceeded some
C Good Demonstrates all competencies at expected level
D Satisfactory Demonstrates some competencies at expected level and needs improvement in some
E Poor Needs to improve all competencies; does not demonstrate competencies at the roles required level
Bell Curve : Please note that the overall ratings should be distributed in all eligible employees as per per "Bell Curve Ratings".
The detail of Bell Curve Concept is attached for your reference and it will help you in distribution of performance rating at your vertical level.
Example : If we have 100 employees eligible for PMS, HOD will ensure that 70% of HC should be in Good Category, 10% in Very Good, 5% in Excellent Category , 10% in Satisfactory and not more than in Poor.
7th September 2013 From India, Delhi
Bell Curve is generally used for performance distribution for the an oganization or a unit. This concept is purely used in performance appraisal process. Generally, in any organization all employees can not have same performance level. Hence, management after assessment of organization performance / financials etc. for a particular period/ year, describe that a certain percentage of employee should come in high flyers category or good performers, average performers or poor performers. This curve should commensurate with the actual health of the organization like not squeezing much on right side or left side.
8th September 2013 From India, Delhi
Sir, Are bell curves formed department vise or for whole organization one bell curve??
9th September 2013 From India, Virar
Please read the article by Ron Ashkenas at Why Performance Assessment Curves Often Bend the Wrong Way - Forbes Also please note the remarks/note at the bottom. to understand how to cite ones own work to avoid self-plagiarism.
Please also read Rosh Ashkenas in the HBR.org, where people have comment on the application of Bell Curve.
10th September 2013 From United Kingdom