RATING SCALES 
Before making any rating, read very carefully the definition of the quality in question. 
Indicate your rating on each quality by placing a check mark (v') on the line opposite the 
man's name just where you think it should be. For instance, on Quality I, if you think the 
person you are rating is not an Expert but ranks higher than Competent, put the check some- 
where between these two points. 
As far as possible, rate each man on the basis of what he has actually done during the 
past year. Notice that most of the headings ask how successful the man has been in doing 
certain things. Each rating should be made on this basis. In cases where this seems unfair, 
put a circle around the check mark, and if desired write down a word or two of explanation. 
But all ratings should be on what the man has actually shown in his work, not on what the 
rater thinks he will show. nor on what he did two years ago. It is better to omit a rating than 
to guess. 
These analyses should aid you to determine more accurately the character and value of 
those in your supervisory force. Their purpose is to cause you to consider each man from all 
angles and thus tend to lessen the possibility of losing sight of a man’s real value oa account of 
minor defects. 
11, Consider ability to secure results by argansizing and planning the work of bis department. 
| Enective Effective Only ol | 
even under under sorma) moderately Weective 
difficult circumstances effective 
I tircums tances 
- 
Figure 11: Form for rating several subordinates on a single trait. 
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