Part 3 - Establishing Scoring Criteria

Develop a Rating Scale 

5-, 7-, and 9-point scales are common.

Rating scales with more than ten points become difficult for raters to use, and result in inconsistent ratings among raters.

Label the Points on the Rating Scale

Provide a "Level of Performance" label for each point (or group of points) on the scale.

Typically, anchored rating scales differentiate three levels of performance:
"Well Qualified," "Qualified," and "Not Qualified."

Following are examples of 5-, 7-, and 9-point rating scales and corresponding levels of performance:

9-point scale
Level of Performance Well Qualified Qualified Not Qualified	Rating Range 7 to 9 points 4 to 6 points 1 to 3 points

7-point scale
Level of Performance Well Qualified Qualified Not Qualified	Rating Range 6 to 7 points 3 to 5 points 1 to 2 points

5-point scale
Level of Performance Well Qualified Qualified Not Qualified	Rating Range 5 points 3 to 4 points 1 to 2 points

Develop Benchmark Answers 

For each question, describe the response(s) that reflect(s) each level of performance on the rating scale. These responses can then be used as guidelines, or benchmarks, for scoring.

Benchmark Example 

Following is an example of benchmarks created for use with a 7-point rating scale for an interview question:

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Interview Question: 

Possible Answers: 

1.	To measure employee performance against job standards
2.	To let the employee know where he/she stands with respect to work performed and performance standards
3.	To help prepare the employee for promotion, job change, job enrichment, or transfer
4.	To assist the supervisor in determining how well he/she does his/her own job
5.	To provide the employee with the opportunity for current improvement in job performance, if necessary, and future development in the job
6.	To help the employee and the supervisor accomplish the job more effectively and with a higher level of satisfaction

Benchmark Responses: 

Benchmark Responses

Well Qualified	7 6	Candidate's answer is complete and thorough. Candidate addresses at least 5 of the possible answers outlined above (or makes comparable points). Candidate may not elaborate on all of the items listed above, but he/she demonstrates an excellent understanding of both the employee's role and the supervisor's role in the area of performance evaluation. Candidate's response is well formulated and requires no probing.
Qualified	5 4 3	Candidate addresses at least 4 of the possible answers listed above (or makes comparable points). Candidate demonstrates a sufficient understanding of the employee's role and the supervisor's role in the evaluation process. Candidate's response may not be as well formulated or as complete as that provided by the well-qualified candidate; however, candidate demonstrates the level of knowledge and understanding required in this position.
Not Qualified	2 1	Candidate addresses fewer than 4 of the possible answers outlined above (or comparable points), OR candidate's response may be vague, incomplete, or incorrect. Candidate's response may not address the question or does not adequately address the intent/reasoning behind evaluating employee performance. Candidate fails to demonstrate the level of knowledge and/or understanding required in this position.

Go to Part 4