Explanation of Ratings for performance assessment

Hello every one, Listed below are the ratings which are used presently in the company i am doing my training, for performance assessment. According to the research made and through feedback we come to know that employees are not satisfied with the restricted ratings, they want more improved or added ratings.

Can some one light up the solution.

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EXPLANATION OF RATINGS-

SE/EP (Surpassed expectations/EXCEPTIONAL PERFORMANCE)

The individual has performed exceptionally well (rare).Achievement beyond 110% of stretched goals that have been documented in the PDM formats. -

ME/GP (MET EXPECTATIONS / GOOD PERFORMANCE) Achievement between 91% - 110 % of stretched goals that have been documented in the PDM formats.-

CB/FP (CAN DO BETTER / FAIR PERFORMANCE)

Achievement between the range 60% - 90% of stretched goals.-

BE/PP (BELOW EXPECTATION / POOR PERFORMANCE)

Achievement less than 60 % of stretched goals.

Regards,

Neha

hi
i am a student doing my MBA and i like to give some tips on performance assessment which may be helpful for your confusion. If the employees are not happy with the current performance assessment system, obviously there is a problem in the assessment system itself. i think you can analyse the system again and can go for a new performance assessment system so that it make employee satisfaction
(is it correct......... please give ur feedback for the budding manager)
with regards
jayavel.k

Hello Jayavel,
Thanks for the input..but here the problem is not the system, System is good...problem is with ratings which this system opted..the criteria or i should say the measures took into consideration like KRAs, action plan add many more are really good and excpted by the employees..what they want to change or add upon is the ratings which are SE,ME,CB,BE.
According to them these are not sufficient or the proper one to rate upon.
I think i am able to communicate the problem properly.....if not Please tell me..
Regards,
NehA

Hi Neha,
As u claim the system is good but not the rating factor.Well the concept on which the entire foundation is laid should be good enough to be accepted by the employees.
I doubt whether the desired concept is implemented properly.The rating scales you specified were more of generic kind.A person may look forward for a geniune appraisal which is not supported by any of the scales you specified.May be you have to go in for a more specific ratings on a 5 point or a 11 point scale.
Hope i have given some input to help you out.
Regards
Durga

by what it seems is that increasing the rating scale from current to 11point would be a good idea....
Plus you can put in descriptive assesment for each topic, wherein the assessor would put in his remarks of what had been done, what could have been acheived, why he is giving so much points....
This would satisfy the assossor as well as the assessee and would give the assossor more time to think on the points he is giving
Ajmal Mirza

Hi Durga,
Thanks to analyse the situation.
Yes you are right that the rating scales I specified were more of generic kind.A person always look forward for a geniune appraisal which is not supported by any of the scales I specified.
I want to know what could be other and more specific rating scales, so that an employee can get a right appraisal.
Regards,
NehA

Dear friends,
Namaskar.
In a class of adult trainees I was explaining perception. My emphasis was that there is no 1 to 1 relationship between objective world and the subjective world. To demonostrate the then and there I asked the trainee participants as:
I am very much in front of you. Can you assess my age individually?
The result was that the assessments ranged from 21 years to 49 years.
What do we learn out of it? The assessment that is acceptable in a set up is the working measure. Normally the stastical central tendencies, mean or median or mode of the ratings are acceptable depending upon the judgment of the rater. There is perfect solution to the issue.
Regards,
Jogeshwar