Rating Scale Design and Definitions
Create clear, usable performance ratings.
The Open buttons send the prompt text as currently shown below to that site only when you click. Fill in the placeholders first.
Design a performance rating scale. Company size and culture: [COMPANY_CULTURE]. Current scale and problems: [CURRENT_SCALE]. How ratings are used (pay, promotion, development): [USAGE]. Propose a 4 or 5 point scale with names and behavioral definitions at each level that describe results and how they were achieved. Include examples for two roles. Discuss the pros and cons of an odd versus an even number of points, of descriptive versus numeric labels, and of forced distribution (explain risks: unfair to strong teams, discourages cooperation) versus guidance ranges. Produce: a rating guide for managers, a calibration approach, examples of evidence statements that support each rating, common errors (central tendency, leniency, recency, halo), and a plan to train managers. Add a communication to employees explaining the scale in plain language (150 words). Check that scales used in pay decisions comply with local requirements [VERIFY in [JURISDICTION]]. Provide the proposed scale as a table with the label, a two-sentence behavioral definition, and a sample evidence statement for each level, and add a guide to prevent drift: managers must cite two pieces of evidence for any rating at the extremes. The output is a draft, and neither legal nor HR advice. Prior to relying on or publishing this, an employment lawyer or HR professional in [JURISDICTION] should review its legal, contractual or policy content.
Fill in before use
Optional: type your details and the prompt above updates. Nothing is saved or sent.
Replace each bracketed placeholder with your own details, then paste into Any AI or another assistant.