Contribution ratings are only important when directly linked to pay. There are different approaches to ratings depending on the purpose, such as organizational goals, individual development, or remuneration. A common 5-point scale used for ratings includes categories like outstanding, superior, fully acceptable, incomplete/acceptable with shortcomings, and marginal/not proven. The words and descriptors used for ratings can significantly impact psychology.

1. Contribution Rating
• Rating is only important where contribution level is directly linked to pay decisions.
• The approach to “rating” depends on the purpose and emphasis of the performance
management process:-
Organisational
Contribution
Individual Development
Quantitative Judgments
Qualitative Indicators
Individual Remuneration
A 1 + 2 Outstanding Exceptional contribution
B 2 + 1 Superior Consistently high level of contribution
C 3 0 Fully Acceptable A good year’s work
D 4 - 1 Incomplete Acceptable contribution, some shortcomings
E 5 - 2 Marginal/Not Proven Contribution less than acceptable/learner/ achiever
• Where rating is judged essential, a 5-point scale is often used. This may be expressed in
numbers, letters and descriptors e.g.
• Words and psychology matter a lot!