E/LMS 503: Note of Rating Scales

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Depending on the needs of your organisation, staff performance can be assessed on various scales (five-point, seven-point, ten-point, etc.). For the purposes of this training we will be using a five-point Likert scale as example. Each point on the scale is associated with an explicit description of the relevant performance level.

Action Plans

Develop action plans and follow-up date(s), if necessary:

At this point, the two of you must agree on action plans to enhance successes or resolve problems.
Discuss what the person should continue doing and what should be done differently.
Seeking the person’s ideas ensures commitment and building on and using those ideas as much as possible to enhances self-esteem.
The action plan on which the two of you agree might require obstacles or coaching. Your role is to provide support when needed or to remove organisational barriers. It is not up to you to resolve the situation that is the staff member’s responsibility.
When you discuss action plans, set follow-up dates to check for process and encourage continued communication.

Close

Close the discussion:

Summarise discussions

Because this discussion covers a variety of topics, it is important that you are both clear on the actions to which you have agreed.
Ask the staff member to summarise or use your notes to recap each action and follow-up date.

Express confidence:

Ending the discussion with a sincere expression of confidence in the person’s abilities, reinforces the fact that this discussion is positive and future-orientated.

E/LMS 503 Manage Performance

Note of Rating Scales