How Does Scoring Work in Performance Evaluation?

How Does Scoring Work in Performance Evaluation?

🎯 How Does Scoring Work in Performance Evaluation?

In the performance process, employees are evaluated not only on what they achieved but also on how they achieved it.

🧩 Two-Dimensional Scoring

  • Achievement (Results):
     Measures the extent to which an employee has achieved their goals.

  • Behavior (Approach & Values):
     Evaluates the way the employee pursued those goals — collaboration, attitude, and alignment with company values.

💡 You may choose to evaluate only on Achievement if desired. Using both dimensions is optional.

📊 Scoring Scale

The scale is fully customizable based on your organization’s preference.

  • A simple 3-point example:

    • Outstanding

    • Successful

    • Needs Improvement

  • Or you can define a 5-point or 7-point detailed scale.

Employees see scale labels (e.g., “Outstanding”), while the numeric values behind them are only visible to managers and system admins.

🔢 Three Types of Scores in the Process

Score Type

Entered By

Visible To

Notes

Employee Score

Employee

Employee, Manager, HR

Entered during self-assessment

Manager Score

Manager

Manager, HR

Draft score before calibration

Final (Signed) Score

Manager or HR

Employee, Manager, HR

Considered the official final score

⚠️ Important to Note

  • No final performance result exists until the Final (Signed) Score is entered.

  • Even if the manager does not change their draft score, they must re-enter it during the signing step to complete the process.

🔒 Summary

You decide how detailed the scoring scale will be.
 But the final decision is always the signed score, which is officially recorded in the system.




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