Score Definitions
How do I know which score to choose?
Megan Johnson
Last Update 21 hari yang lalu
Choosing the correct performance score ensures feedback is fair, clear, and meaningful. Accurate scoring helps employees understand expectations, supports recognition or improvement, and creates reliable documentation for leaders and the organization. Most importantly, it promotes accountability, trust, and growth.
3-Tier Scoring Definitions
Consistently performs above the requirements of the role. Work quality, productivity, or initiative regularly go beyond what is expected, with minimal supervision. This employee adds extra value through problem-solving, reliability, and a positive impact on others or outcomes.
Choose this if you’d comfortably say:
- They regularly go above what the job requires
- I’d trust them with added responsibility without hesitation
- Others look to them as a go-to or example
- Their work improves outcomes beyond their own role
Example: Steps in to solve problems, supports teammates, improves processes, or consistently delivers exceptional results.
Meets Expectations
Consistently fulfills the requirements of the role. Work is reliable, timely, and completed to expected standards. Performance is steady, with no significant issues, and the employee can be counted on to do their job as expected.
Choose this if you’d say:
- They do what’s expected, on time and correctly
- I don’t worry about their performance
- They require normal supervision for the role
- There are no ongoing performance concerns
Example: Completes assigned duties reliably, follows procedures, and maintains consistent performance.
Does Not Meet Expectations
Does not consistently meet the requirements of the role. Performance issues occur regularly and may affect quality, productivity, safety, or team effectiveness. Improvement is required, along with clear expectations, coaching, and follow-up.
- Issues have been addressed more than once
- Performance affects quality, safety, or team morale
- I need to closely monitor or correct their work
- Improvement plans or corrective action are needed
Example: Missed deadlines, frequent errors, inconsistent attendance, or failure to meet role requirements.
5-Tier Scoring Definitions
Consistently exceeds expectations and serves as a role model for others. Performance is exceptional, reliable, and often sets the standard for the team or organization. This individual takes initiative, solves problems proactively, and positively influences others’ performance.
Choose this if you’d say:
- They consistently set the standard others follow
- They anticipate problems and solves them before they escalate
- Mentors others or naturally takes on leadership without being asked
- They improve processes, outcomes, or team performance
Example: Identifies a recurring issue, proposes a solution, and helps implement it across the team.
Strong Performance
Frequently exceeds expectations and delivers high-quality work with minimal oversight. Performance is dependable and above average, with strong skills, good judgment, and a positive impact on team outcomes.
Choose this if you’d say:
- They frequently goes beyond job expectations
- They produce high-quality work with little oversight
- They are dependable in high-pressure or high-volume situations
- They positively influences team success
Example: Regularly volunteers for complex tasks and completes them successfully.
Consistently meets expectations. Work is reliable, accurate, and timely, with no significant performance concerns. This individual fulfills their role as expected and contributes positively to team goals.
Choose this if you'd say:
- They reliably meets all expectations of the role
- They complete work accurately and on time
- They require a normal level of supervision
- There are no ongoing performance concerns
Example: Consistently completes assigned duties correctly and on schedule.
Building Performance
Partially meets expectations but has identified gaps or areas for improvement. Performance may be inconsistent, or skills may still be developing. Coaching, support, or additional training is needed to reach solid performance.
Choose this if you'd say:
- They meet some expectations but not all
- Their performance may be inconsistent or skills still developing
- They respond well to coaching and feedback
- Improvement is achievable with support
Example: New to the role and improving, but still needs guidance to perform independently.
Does not meet the basic requirements of the role. Performance issues are frequent or significant and may affect team operations, safety, or outcomes. Immediate improvement, corrective action, and close follow-up are required.
Choose this if you'd say:
- They frequently fail to meet role requirements
- Issues persist despite feedback or coaching
- Their performance impacts team operations, safety, or morale
- Immediate improvement is needed