This document provides an employee job performance scale for evaluating employees across 5 criteria: timeliness, quality of work, quantity of work, need for supervision, and interpersonal impact. For each criterion, employees are rated on a 5-point scale from 1 (unsatisfactory) to 5 (excellent). The performance scale is adapted from a 2001 doctoral dissertation on management communication and job performance.

1. Employee Job Performance Scale
INSTRUCTIONS
1 = Unsatisfactory
Please respond to each of the items below by
3 = Satisfactory
circling the one number that most closely describes
5 = Excellent
the extent to which you agree or disagree with the
statement.
2
4
1. TIMELINES:
Consider the degree to which an activity is
completed, or a result produced, at the earliest time 1 2 3 4 5
desirable from the standpoints of coordinating with
the outputs of others, maximizing the time available
for other activities.
2. QUALITY OF WORK:
1 2 3 4 5
Consider neatness, accuracy, and dependability of
results regardless of volume.
3. QUANTITY OF WORK:
1 2 3 4 5
Consider the volume of work produced under
normal conditions. Disregard errors.
4. NEED FOR SUPERVISION:
Consider the degree to which you carry out a job 1 2 3 4 5
function without either having to request supervisory
assistance or requiring supervisory intervention.
5. INTERPERSONAL IMPACT:
Consider the degree to which you promote feelings 1 2 3 4 5
of self-esteem, goodwill, and cooperativeness
among co-workers and leaders.
Note: Employee Performance Scale is adapted from Wiedower, K. A. (2001). A shared
vision: The relationship of management communication and contingent reinforcement
of the corporate vision with job performance, organizational commitment, and intent to
leave [Doctoral dissertation]. UMI: 3030139