Performance rating scales: considerations, sources, and ethical issues

Job Performance Evaluation

When it comes to the measurement of performance a common method used is the rating scale. However there are a wide range of considerations when it comes to the type of scale to be used, the source that will provide the ratings on the scale and the ethical and legal issues that surround the scale and the usage of its results. The paper is an evaluation of a job and the how job performance is evaluated in the particular job including the type of rating scale and sourtces.it will also look at errors that might arise as a result of using the rating system and an overview of the validity, reliability, social and legal issues that are related to this rating systems.

The specific job that is to be evaluated is that one of a retail shop attendant. The job entails attending to customers who come into the store to buy something. They job requires them to answer any query by the shoppers and make their shopping experience as easy as possible. They therefore have to make sure that they are alert at all times since their service might be required any time when they are on duty. Job evaluation in this job is aimed at measuring the intrinsic worth of the job on the basis of a systematic assessment of the degree of complexity of the requirements and content of the job. Job evaluation will provide rational bases that will be used for equitable remuneration within the retail store in order for defensible rates of remuneration are assigned to the retail store attendant.

Rating scale method offers a degree of structure when it comes to job evaluation. Each employee's trait is rated on a bipolar scale that contains several points that range from poor to excellent. The traits that are normally assessed in these scales are such as communication, punctuality, technical skills as so on. The rating scale to be used is the five point scale (Landy, & Conte, 2013).

5. Outstanding performance

This means the employees performance is outstanding and exceeds the performance of his or her peers. This includes exceeding the set targets, meeting or exceeding expectations despite an unusually challenging circumstance.

4. Excellent performance

This means that the performance of the employee is excellent and quite satisfactory. The next step for this employee is to go beyond the set targets.

3. Good performance

This means that the performance of the employee is good but there is some room for improvement. The employee requires to be guided occasionally in order for the performance to be satisfactory.

2. Low performance or developing

This means that the employee is showing some potential but their performance is still low. This might imply that the employee is new to the job and therefore is still developing.

1. Unacceptable performance

This means that the employees' performance is poor and that it needs a significant improvement in the short-term.

There are some errors that n arise with the use of rating systems. There are some perpetual errors that include well-known problems when it comes to selection of perception as well as problems that come with perceived meaning. Selective perception is a tendency of making private and highly subjective assessments of what an individual is really like and then go ahead to seek evidence that will support this view point. There are also some rating errors that can arise. A common rating error is central tendency .this means that appraisers who are busy or afraid of repercussions or confrontations are tempted to be passive when it comes to the ratings regardless of the actual performance of a subordinate (UNISA, 2006).