Defining rating scales for performance appraisals

Note: You can use the same rating scale to rate performance appraisals, goals, and or competencies and skills. This procedure focuses on the fields required for performance appraisals.
  1. Select Administrator > Set Up > Rating Scales.
  2. Click Create.
  3. Specify this information:
    Effective Date

    Specify or select the date on which the rating scale is effective.

    Rating Scale

    Specify a name for the scale.

    Description

    Specify the description of the rating scale.

    Active

    The rating scale is active by default. Clear this check box to inactivate the rating scale.

    Levels

    Specify the number of levels to use in the scale.

    Use for Employee Goals

    Select this check box for this rating scale to also be used for resource goals.

    Note: You can use multiple rating scales for employee goals.
    Eligibility Group

    If you select Use For Employee Goals, you can also select an eligibility group. If so, the rating scale can be assigned only to goals for resources that are members of the eligibility group.

    Note: Goal eligibility groups must be defined under Administrator > Set Up > Custom Groups. The business class must be WorkAssignment. The subject must be HCMGroupGoal.
  4. Click Save.
  5. Open the record for each level, and specify a label and definition.
  6. Specify a range of rating scores for each rating level and click Save. This rating scale is used for the overall appraisal form rating. The rating level is determined by the calculated score.

    The overall rating for an appraisal is calculated. If the rating scale that is used for the overall rating uses rating scores, the score ranges determine the rating level. If the rating scale does not use rating scores, the manager must specify a rating level.

    The Default Overall Score To Overall Rating option and the Manager Can Override Overall Rating option on the appraisal form determine if the overall score defaults to the overall rating. These options also determine if the manager can change the overall rating.

    Note: Compensation analysts and managers can also be given access to the overall rating score on the compensation awarding view. They can change the overall rating for the purpose of salary awarding. For more information, see the Infor Compensation User Guide.
  7. (Applicable only if you selected Goal External Results on the organization's Configurable Features tab). On the Goal Results tab, use text variables to define the rating scale and rating criteria text to display for goals that use external results.

    For information on configuring goals to use external results and defining the results ranges for goals, see the Goal Management User Guide.

    Rating score ranges requirements:

    • Rating score ranges must be defined for each level.
    • There can be no overlap in score ranges.
    • The maximum score for a rating scale that is used for an overall appraisal rating must be the maximum level of the rating scale. The score is computed by the overall calculation for the appraisal form. The score must fall within the rating levels that are defined for the rating scales.

      For example, a 4-level rating scale with a maximum score of 4.

      Rating Level Label Score Range Begin Score Range End
      1 Poor 0 1.50
      2 Average 1.51 2.50
      3 Solid 2.51 3.50
      4 Excellent 3.51 4.00
      Note: This restriction does not apply for scores imported from a third-party performance system. For example, Compensation can load performance scores and rating levels from a third-party application into awarding views. Depending on how another system computes its score, the maximum score could be higher than the highest level.