How to Calculate Appraisals Rating? How it will be used to Hike Salary as per Rating? - CiteHR
Rkn61
Hr Manager
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Question 1: Rating -3
Question 2: Rating -4
Question 3: Rating -4
Question 4: Rating -2
Question 5: Rating -4
(3+4+4+2+4)/5= 3.4
How it will be used to Hike Salary as per Rating any other method available please help me

Generally the increment and the rating do not reflect each other.
There can be a case with good rating but very less increment may be because the employee is already at the highest end in the range.
Bell Curve is followed to give rating and increment.
Consider 2 employees has got rating 3 at a consultant position where the range is 5 - 6.5 lacs.
Now the employee who is nearest to 6.5 will get less increment compared to the employee who is away from 6.5 lacs. This is done in order to maintain the average salary of all employees otherwise some will be encourages while the rest will be discouraged
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Gnerally, in appraisal form, there are certain criteria/parameters are availale. Factors, like, (1) attendance (2) punctuality (3) inter-personal relationships with superiors, peers, subordinates (4) job knowledge (5) ability to work under pressure etc....etc.. are given. Ratings are also given. The performance of employee against each factor is measured and suitable ratings are also given. There should also one column "Overall rating" in the Appraisal form and a suitable rating should be given. Quantum of increment for each rating is available in any organization, as per their performance appraisal policy.(For e.g. Rating no.1 (Poor) - no increment No.2 (Satisfactory) - minimum increment (Rating no.3 - Good (Higher increment No.4 (Superior) - Higher than rating no.3,No.5 (Exceptional - more than rating no.4) , No.6 (Outstanding) - more than rating no.5)

Increment should be given to employee based on this overall rating.

A performance appraisal should be done by emplyee's immediate manager, reviewed by manager's manager. The appraisal form should be approved

by HR-Head as also by Unit head/GM/ED/CEO as the case may be.

Thanks.

R K Nair

Whether Rating as GOOD is to be considered as Satisfactory performance ???