Let's walk through a real example to show you exactly how your final score is calculated.

Step 1: Rate each item from 1-5

For every outcome and competency across all 4 sections of your scorecard, you'll receive a score between 1 and 5 based on how frequently you demonstrate that behavior or achieve that result. Then you will get total weighted scores for each section.

Step 2: Receive your section scores

Each score is then multiplied by its section's weight percentage:

• Key Outcomes: 50%
• Core Competencies: 10%
• Level-Specific Competencies: 20%
• Role-Specific Competencies: 20%

Let's say your manager evaluates you and produce the following total weighted scores for each section:

• Key Outcomes: 4 (Mostly)
• Core Competencies: 2 (Sometimes)
• Level-Specific Competencies: 5 (Always)
• Role-Specific Competencies: 4 (Mostly)

Step 3: Apply the weights to each section

Now, multiply each section score by its weight:

• Key Outcomes: 4 × 50% = 2.0
• Core Competencies: 2 × 10% = 0.2
• Level-Specific Competencies: 5 × 20% = 1.0
• Role-Specific Competencies: 4 × 20% = 0.8

Step 4: Add up the weighted scores

Add all the weighted scores together to get your Total Weighted Score:

2.0 + 0.2 + 1.0 + 0.8 = 4.0

Your Total Weighted Score is 4.0.

Step 5: Determine your final performance rating

Your Total Weighted Score is then mapped to a final performance rating using the following scale:

In this example, your Total Weighted Score of 4.0 falls within the range of 3.51 - 4.50, so your final performance rating would be "Good".

What Each Performance Rating Means

Let's break down what each rating signifies:

• Unacceptable (0.00 - 2.00): Performance is significantly below expectations. Immediate improvement is required, and continued performance at this level may result in termination.
• Poor (2.01 - 2.50): Performance falls short of expectations in multiple areas. A performance improvement plan may be necessary.
• Needs Improvement (2.51 - 3.50): Performance meets some expectations but falls short in key areas. Development and coaching are needed to reach the expected standard.
• Good (3.51 - 4.50): Performance consistently meets and sometimes exceeds expectations. You're delivering solid results and demonstrating the behaviors expected of your role.

Excellent (4.51 - 5.00): Performance consistently exceeds expectations across all areas. You're a top performer who delivers exceptional results and serves as a role model for others.