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Chrm Message From: masterhr Total Posts: 32 Join Date: 10/02/2007
Rank: Executive Post Date: 05/11/2011 05:15:56 Points: 160 Location: United States

Hello, 

I have been presented with an Employee rating system, but it's like nothing I've seen or worked with previously.

Here are the classifications and Employee rating scales as they were presented to me:

1. High Potential, High Contribution
2. High Potential, Solid Contribution
3. High Potential, Low Contribution
4. Solid Potential, High Contribution
5. Solid Potential, Solid Contribution
6. Hold in Position, Low Contribution
7. Optimally Placed, High Contribution
8. Continue in Position, Solid Contribution
9. Low Potential, Low Contribution

Does this system appear similar to anything you've used for assessment previously? Anyone recognize the pattern as a proprietary system?

If so, what were the pitfalls to rating employees with this set of attributes?

Finally, if you've used this system, could you please let me know how the assessments were distributed; i.e., how can you quantify the difference between a High Potential/Solid Contribution and a Solid Potential/High Contribution? 

Thanks for your feedback.

masterhr

Chrm Message From: sumit_hr Total Posts: 29 Join Date: 10/02/2007  
Rank: Executive Post Date: 05/11/2011 05:17:35 Points: 145 Location: United States

This is a 3x3 matrix for potential and performance. You would need to define what ratings would go where in this matrix. After employees have been rated on their performance and potential they should be plotted on this matrix.

Typlically the following action could be taken for employees in these quadrants:

1.High Potential, High Contribution (promote - fast track)

2. High Potential, Solid Contribution (promote)

3. High Potential, Low Contribution (do not promote, provide targeted training and give warning, or put in another job)

4. Solid Potential, High Contribution (Promote)

5. Solid Potential, Solid Contribution (provide development)

6. Hold in Position, Low Contribution (do not promote, provide development and give warning, or put in another job)

7. Optimally Placed, High Contribution (keep in place)

8. Continue in Position, Solid Contribution (keep in place)

9. Low Potential, Low Contribution (ask to leave)

The difference in 2 and 4 shall be incentives. Typlically incentive is performance driven, therefore more incentive shall be provided to employees in 4 than the one's in 2.

Hope this helps.

 
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