Rating scale

Content Outline
1.1. Objectives

1.2. Meaning of Rating scale

1.3. Characteristics of Rating scale

1.4. Types of Rating scale

1.4.1. Continuous/ Graphic Rating Scale

1.4.2. Numeric Rating Scale

1.4.3. Narrative Rating Scale;

1.4.4. Behavioral-Anchored Rating Scale (BARS);

1.5. Advantages of Rating scale

1.6. Limitations of Rating scale

1.1. Objectives:
1) Explain what is rating scale in their own words
2) List down characteristics of rating scale
3) Explain purpose of using a rating scale
4) List down the types of rating scale
5) Explain each type of rating scale in their own words.
6) Give at least one example of each type of rating scale
7) List down the advantages of rating scale
8) List down the disadvantages of rating scale
9) Critically evaluate rating scale as a tool for data collection
10) Give examples of situations where rating scale can be used

1.2. Meaning of Rating scale

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Rating scale is one of the assessment technique, which is associated with
assessment of the product, a person or person’s behavior. The user or the
respondent has to select from number of choices. It is a scale where each criteria
or choice have a descriptive word and the user will have to rate that criteria.

The rating scale is one of the oldest and most versatile of assessment techniques.
It presents users with an item and ask them to select from a number of choices.

Example of Rating scale

The Wong-Baker FACES Pain Rating Scale provides a simple method for measuring
pain in children as young as 3 years of age. This scale is easy to use & so children
understand it.
There two to three descriptive words are placed under each facial expression

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1.3. Characteristics of Rating Scale
 It resembles checklist but it is not just merely indicating the absence or
presence of a particular trait but the degree to which a particular trait is
present.

 They rate only one trait at a time because it is mainly used when finer
discriminations are required, so each trait is rated well at one time

 The two ends of a rating scale indicate contrary responses generally anchored
with labels such as Strongly Disagree and Strongly Agree. The highest number
in a rating scale indicates one extreme response while the lowest number
indicates the other extreme response.

 Rating scales are used widely online in an attempt to provide indications of

consumer opinions of products.

 The rating scale is similar in some respects to a multiple choice test, but its
options represent degrees of particular characteristics

 Some rating scales consist of a row of unlabelled boxes or lines on which the
respondent marks a chosen point.

1.4. Types Of Rating Scales:

1. Continuous/ Graphic Rating Scale;
2. Numeric Rating Scale.
3. Narrative Rating Scale;
4. Behavioral-Anchored Rating Scale (BARS);

1. Continuous/ Graphic Rating Scale:

The graphic rating scale is a non- comparative scale that offers respondents a
form of continuum (such as a line) on which to provide a rating of an object
according to a criterion.

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2. Numerical Rating Scale:
Numerical scales use numbers to rate performance. Applicants must display an
ability or skill in certain areas or an understanding of certain factors. Marks are
awarded for each area or factor. To make such a number relevant, it needs to
be anchored by some type of objective criteria.
For e.g.

Problem Solving Ability

a) defines the problem 2 Points

b) identifies cause of the 3 Points

problem

c) identifies possible 3 Points

solutions

d) recommends a solution 2 Points

TOTAL 10 Points

Thus, from the criteria set in the example, a student who identifies the cause of
the problem will be given 5 points on out of 10, since he already has acquired
the ability to define the problem; and identifying the problem is the next step
to defining it.

3. Narrative Rating Scales:

Narrative scales use adjectives such as “excellent” or “poor” to rate
performance. Applicants are rated on how well they meet ‘mandatory’ and
‘desirable’ selection criterion. These scales may be used in their narrative form
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 with a “pass” or “fail” being used to identify applicants who qualify or not for
further consideration. This may be an appropriate approach for a short listing
exercise where marks would not be carried forward to the next phase of the
selection process, or for when a pool of applicants is being created where
ranking is not important to the outcome, or for past work performance
checking.

Narrative Rating Scale:

4. Behavioral-Anchored Rating Scales (BARS):

A BARS describes behaviors differentiating between effective and ineffective
performers that can be observed and anchors them at points on a scale. The
applicant’s behavior displayed (e.g. role-play, oral presentation, in-basket) or
past behavior described (e.g. behavioral interview, reference checks) are
compared to these examples and rated accordingly. The content of the scale is
developed from a job analysis and is based on responses to critical job
incidents or situations. The scale used is usually a 3-Point or 5-Point scale but
could also be narrative if appropriate.

Behavioral-Anchored Rating Scales (BARS):

 These types of rating scales are particularly effective for assessing

competencies, skills and abilities.
 BARS rating scales are highly valid and job-related because important job
requirements are covered.

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  Objective benchmarks are provided against which observations can be
rated, therefore, there is less rating error than when using other types of
scales (e.g. numeric).

1.5. Advantages OF Rating Scale

 The greatest advantage is that it provides more information and meaning to the
rater, and thereby increases reliability
 The other advantage of rating scales is that they are structured and
standardized. This allows ratings to be easily compared and contrasted - even
for entire workforces.
 Rating scale methods are easy to use and understand. The concept of the rating
scale makes obvious sense; both appraisers and appraisees have an intuitive
appreciation for the simple and efficient logic of the bipolar scale.
 The result is widespread acceptance and popularity for this approach.
 Another advantage is that expertise in the field is not needed to complete it
accurately. No need to have high trained staff for administration and scoring.
There is very little thought required on the part of the supervisor.
 Rating scale helps in early detection and screening. It takes very little time so
the supervisor can do many reviews in a relatively short period of time

1.6. Limitations of Rating scale

If the respondents are not very careful while rating the following errors may occur
1. Perceptual errors (Horn and Halo effect).
This includes various well-known problems of selective perception (such as the
horns and halos effect) as well as problems of perceived meaning.
Selective perception is the human tendency to make private and highly
subjective assessments of what a person is "really like", and then seek
evidence to support that view (while ignoring or downplaying evidence that
might contradict it).

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 This is a common and normal psychological phenomenon. All human beings are
affected by it. In other words, we see in others what we want to see in them.
An example is the supervisor who believes that an employee is inherently good
(halo effect) and so ignores evidence that might suggest otherwise. Instead of
correcting the slackening employee, the supervisor covers for them and may
even offer excuses for their declining performance.
On the other hand, a supervisor may have formed the impression that an
employee is bad (horns effect). The supervisor becomes unreasonably harsh in
their assessment of the employee, and always ready to criticize and undermine
them.
The horns and halo effect is rarely seen in its extreme and obvious forms. But
in its more subtle manifestations, it can be a significant threat to the
effectiveness and credibility of performance appraisal.

2. Perceived meaning.
Problems of perceived meaning occur when appraisers do not share the same
opinion about the meaning of the selected traits and the language used on the
rating scales
For example, to one appraiser, an employee may demonstrate the trait of
initiative by reporting work problems to a supervisor. To another appraiser, this
might suggest an excessive dependence on supervisory assistance - and thus a
lack of initiative.
As well, the language and terms used to construct a scale - such as
"Performance exceeds expectations" or "Below average skill" - may mean
different things to different appraisers.

3. Rating errors.
The problem here is not so much errors in perception as errors in appraiser
judgment and motive. Unlike perceptual errors, these errors may be (at times)
deliberate. The most common rating error is central tendency. Busy appraisers,
or those who are cautious of conflict and repercussion, may be tempted to dole
out too many passive, middle-of-the-road ratings (e.g., "satisfactory" or
"adequate"), regardless of the actual performance of a subordinate. Thus the
spread of ratings tends to clump excessively around the middle of the scale.
This problem is worsened in organizations where the appraisal process does not

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 enjoy strong management support, or where the appraisers do not feel
confident with the task of appraisal.

4. The validity and reliability difficulties in implementing rating scales are

possible.

5. Unclear Standards: The rating scale may be too open to interpretation.