Employee Performance Measurement Scale

Having an employee performance measurement scale in place helps businesses evaluate the proficiency of each employee. When businesses hire new employees, they make decisions based on the interview process.

After the candidate is hired, the performance of the candidate can vary. With an employee performance measurement tool in place, businesses can see how well the employee performed over a certain period time.

Grade School Performance Measurement Scale

Certainly, most of us are familiar with the grade school grading system from A to F. Getting an A is the goal. Anything below an A means room for improvement.

On the other hand, F means failure and that the student misses the mark by a mile. Scoring a B, C, or D means failing to meet expectations.

So, what is the employee performance measurement scale in the workplace?

Workplace Performance Measurement Scale

Unlike grade school, the workplace often uses a scale of excellent, good, fair, and poor.

Managers are asked to evaluate the performance of each direct report based on this scale.

In addition, companies will evaluate employee competencies based on a few criteria they feel are important. 

As a result, the employee performance measurement scale helps organizations identify Return on Investment (ROI) on their employees.

Performance Measurement During the Interview

But how do you go about effectively evaluating someone’s performance during the interview process?

As hiring managers, we must discuss performance evaluations with candidates that we are serious about. During the interview process, hiring managers must evaluate the candidate’s entire career.

Most importantly, hiring managers should expect A-level, excellent performance measurements from a candidate when hiring them.

To do this, hiring managers should contact previous managers and request feedback regarding their performance.

Example of Performance Measurement Scale

A five-point scale for scoring performance and aptitude is a good recommendation for a performance measurement scale.

5.  Exceptional – Far Exceeds Expectations

An exceptional rating of five indicates that the employee is two levels above what is expected from them. To clarify, roughly 5% of employees will be in this range.

  • Exceeds expectations consistently and an exceptional manner.
  • Regarding objectives, employee significantly exceeds the expectations.
  • Results are always exceptional and are beyond the expectation of the salary grade.

4.  Exceeds Expectations

When employees exceed expectations, they are one level above the expected performance level.

  • Regarding competency, they consistently exceed normal expectations.
  • Objectives are always met, and expectations are above normal.
  • Results are above and beyond those expected of someone at their salary grade.

3.  Meets All Expectations

At a rating of three, the employee performance is what is expected at someone at their salary grade..

  • Consistently meets all expectations of the competency scale.
  • Results are what is expected. They are fully capable of consistently meeting the expectations.
  • Outcomes are that of someone at that salary grade.

2.  Marginal – Below Expectations

At this stage, the employee is not meeting the basic expectations of the company.

  • Performs many aspects of the competency but lacks in some.
  • Meet some of the goals and objectives. However, the employ requires some improvement to perform at the level expected at their salary grade.
  • May require additional supervision to meet expectations.
  • Performance is at a level of those who are entry into the position.

1. Unsatisfactory – Far Below Expectations

At the lowest level of the employee performance measurement scale, these employees require a great deal of improvement to meet expectations. At this stage, performance is unacceptable and can suggest a lack of willingness or ability to perform at the level of expectations.

  • Consistently performs below expectations and may have issues with dependability.
  • Requires excessive supervision.
  • Needs to be separated or reassignment unless performance improves significantly.

Final Thoughts on Employee Performance Measurement Competency Scale

In summary, a hiring manager should expect the best when hiring final candidates. Moreover, employee performance measurement skills should produce excellent results from the workforce.

Although there is room for growth in a position, the work force that businesses hire should always be in the exceed expectations category. Moreover, companies do not aim to hire average level employees. They need the best to succeed in a competitive market.

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