Rating scales

Competencies and skills are assessed based on rating scales.

Rating scales can also be used for performance appraisals and goal scoring. For information about how rating scales are used for performance appraisals, see the Performance Management User Guide. For information about how rating scales are used for goals and bonus objectives, see the Goal Management User Guide.

A rating scale is composed of numbered rating levels and a label for each level. A rating scale can be used by multiple competencies and skills.

When you define a competency or skill, you select a rating scale that is used to assess the level of competence. You can also select the level to use as the point of reference or minimum level of performance.

For each competency or skill, you can add a proficiency to each level of the rating scale. A proficiency describes what a rating scale level means in the context of the competency or skill for which it is defined.

For example, you may assess an Empowers others to make decisions competency using a rating scale like this:

Rating	1	2	3
Label: General	Below expectations	Meets expectations	Above expectations
Proficiency: Description of rating level in context of skill or competency	Rarely or never empowers others	Frequently empowers others	Consistently empowers others

Each rating level must be a single statement. For example, if you have a Leadership competency, to rate resources on three items, define these three items as behaviors. For example, motivating others, inviting input, and making individuals feel valued. Each behavior is rated on the same rating scale, but you can define unique proficiencies and attributes to each behavior.

You can update, inactivate, or delete a rating scale on the rating scales list or open the rating scale record to perform these actions. In both cases, you are prompted for an effective date.