Quick answer
The scale runs from 1 to 5. A 1 is below expectations, 2 partially meets, 3 meets expectations, 4 exceeds, and 5 is outstanding. Each level has a short behavioural anchor to keep ratings consistent. Always back your rating with specific evidence from the cycle.
What does each rating mean?
Here is the scale with a short anchor for each point:
5 Outstanding Consistently far exceeds goals; a role model others learn from.
4 Exceeds expectations Regularly goes beyond what the role requires.
3 Meets expectations Reliably delivers everything the role asks. A solid, healthy result.
2 Partially meets Meets some goals but falls short on others; needs support.
1 Below expectations Consistently misses key goals; a clear improvement plan is needed.
How do I rate fairly?
- Use evidence. Point to real work, examples, and numbers, not gut feeling.
- Be consistent. Apply the same standard to everyone on your team.
- Avoid clustering. Do not rate everyone a 3 or everyone a 4 to be safe.
- Match the anchor. Read the behaviour above and pick the level that fits.
Why does consistency matter?
Your ratings do not stop at the review. They feed appraisal reports and the talent matrix, which leaders use to spot strengths, plan growth, and make fair decisions. Inconsistent ratings make those tools misleading, so anchoring each score to evidence helps everyone.
Is a middle rating a problem?
No. A 3 means the person met expectations and did their job well. Most people should land here in a healthy team. Reserve 4 and 5 for genuinely above-and-beyond work, and use 1 and 2 with a clear plan to help the person improve.
Frequently asked questions
- Is a 3 a bad rating?
- No. A 3 means the person fully met expectations, which is a solid, healthy result for most people.
- Where do my ratings go after I submit?
- Ratings feed appraisal reports and the talent matrix, so keep them consistent and backed by evidence.