Selecting the most appropriate review scales in 360 degree assessments. part of our series of Tools
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1 Selecting the most appropriate review scales in part of our series of Tools
2 Contents Choose the review scale right for your 360 assessment 3 Using the scales 3 #1 Competence scales 3 #2 Frequency scales 3 #3 Extent scales 4 #4 Comparison scales 4 #5 Performance scales 4 #6 Developmental scales 5 #7 Qualitative scales 5 #8 Agreement scales 5 #9 Importance scales 6 #10 Satisfaction scales 6 Next Steps 6 About Head Light 6 2
3 Choose the review scale right for your 360 assessment This tool contains many of the commonly used rating scales in 360 degree feedback and other review situations. These scales are neither definitive nor exhaustive but represent many of the scales that we have used and/or encountered and some are more useful and more readily applied than others. The following scales are included: Competence Scales Developmental Scales Frequency Scales Qualitative Scales Extent Scales Agreement Scales Comparison Scales Importance Scales Performance Scales Satisfaction Scales Using the scales When writing 360 degree feedback review questions, first of all select the scale that applies to the purpose of the review and then word the indicators to suit the scale. Do also consider how you can use negatively phrased indicators against these scales. Examples such as Relies on one influencing style or tactic or Disregards feedback from others can often provide some of the greatest insight. We can help you identify which scale(s) might be the most useful for your forthcoming review and how to word the indicators to fit with them. #1 Competence scales Competence scales 5 Outstanding Strength 4 Strength 3 Competent 2 Needs Improvement 1 Needs Significant Improvement 5 Exemplary, Best Possible 4 Significant Strength 3 Fully Competent 2 Development Needed 1 Weakness 6 Outstanding 5 Very Strong 4 Competent 3 Underdeveloped 2 Not Developed 1 Does Not Apply #2 Frequency scales 6 100% of the time 5 90+% of the time 4 80+% of the time 3 70+% of the time 2 60+% of the time 1 Less than 60% of the time Frequency scales 6 Almost Always 5 Usually 4 Often 3 Sometimes 2 Rarely 1 Almost Never 6 Always 5 Almost Always 4 Often 3 Sometimes 2 Almost Never 1 Never 3
4 #3 Extent scales Extent scales 7 To an Extremely Large Extent 6 To a Very Large Extent 5 To a Large Extent 4 To a Moderate Extent 3 To a Small Extent 2 To a Very Small Extent 1 To an Extremely Small Extent 5 Exactly Descriptive 4 Very Descriptive 3 Descriptive 2 Somewhat Descriptive 1 Not Descriptive 6 Completely True Description 5 Largely True 4 Somewhat True 3 Not Descriptive 2 Largely False 1 Completely False Description #4 Comparison scales 6 Top 5% 5 90+% of the time 4 80+% of the time 3 70+% of the time 2 60+% of the time 1 Less than 60% of the time Comparison scales 5 Far Above Average 4 Above Average 3 Average 2 Below Average 1 Far Below Average 4 One of the Best 3 Better than Most 2 Better than Some 1 Not as Good as Most #5 Performance scales 6 Exceeds all standards 5 Exceeds most, Meets others 4 Meets most, exceeds others 3 Meets all standards 2 Meets most, below on some 1 Below on many Performance scales 5 Far Exceeds 4 Exceeds 3 Meets 2 Meets Some 1 Does not Meet 6 Far Above Requirements 5 Above Requirements 4 Meets Requirements, consistently 3 Meets Requirements, somewhat inconsistently 2 Below Requirements 1 Far Below Requirements 4
5 #6 Developmental scales Developmental scales 6 Exceeds all standards 5 Exceeds most, Meets others 4 Meets most, exceeds others 3 Meets all standards 2 Meets most, below on some 1 Below on many 5 Far Exceeds 4 Exceeds 3 Meets 2 Meets Some 1 Does not Meet 5 Far Above Requirements 4 Above requirements 3 Meets Requirements 2 Below Requirements 1 Far Below Requirements #7 Qualitative scales 6 Extraordinary 5 Superior 4 Very Good 3 Good 2 Fair 1 Poor Qualitative scales 4 Outstanding 3 Very Good 2 Good 1 Poor 4 Excellent 3 Good 2 Fair 1 Poor #8 Agreement scales 7 Completely True 6 Somewhat True 5 Slightly True 4 Neither True nor False 3 Slightly False 2 Somewhat False 1 Completely False Agreement scales 7 Strongly Agree 6 Agree 5 Mildly Agree 4 Neither Agree nor Disagree 3 Mildly Disagree 2 Disagree 1 Strongly Disagree 5 Strongly Agree 4 Agree 3 Neither Agree nor Disagree 2 Disagree 1 Strongly Disagree 5
6 #9 Importance scales 5 Extremely Important 4 Important 3 Moderately Important 2 Somewhat Important 1 Not Very Important Importance scales 4 Critical 3 Important 2 Minor Importance 1 Not Important 5 Very Important 4 Important 3 Somewhat Important 2 Somewhat Unimportant 1 Very Unimportant #10 Satisfaction scales 5 Extremely Satisfied 4 Very Satisfied 3 Moderately Satisfied 2 Slightly Satisfied 1 Not at all Satisfied Satisfaction scales 5 Very Satisfied 4 Satisfied 3 Neither Satisfied nor Dissatisfied 2 Dissatisfied 1 Very Dissatisfied 4 Satisfied 3 Somewhat Satisfied 2 Somewhat Dissatisfied 1 Dissatisfied Next Steps Our award-winning, online Talent products support the use of all of these scales. If you would like support on how to select the most appropriate scale for your 360 degree feedback assessment, please get in touch. If you are not a Head Light Talent user, do ask your talent management software supplier if they can support the scales above and also negatively phrased questions. About Head Light Head Light is an award-winning talent management software and consulting firm that works with clients to define and implement impactful talent management strategies. Talent Cloud is our cloud-based portfolio of integrated talent management software tools designed for those who expect the maximum return from talent management processes. Our training and consulting services uniquely complement our breakthrough software that engages employees, managers and senior leaders in the selection, development and progression of people in their businesses. Companies in the FTSE 350, public sector, large and small, from retailers to high tech innovators have all benefitted from our tools, techniques and expertise. Founded in 2004, we are headquartered in the UK. 6
7 you could build a feedback-friendly culture? you could fill more positions internally? What if... you could reduce employee turnover without increasing pay? you could increase productivity? you could spend less on training and still develop potential? you could determine who to develop into leaders for the future? E: info.request@head-light.co.uk W:
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