Configuring Ratings and Scores (Goal / Competency categories and Overall Score)

Calculating Performance

Now we come to the part of PiiQ's Performance Framework that is all about presentation. Whether you're an organization that wants to focus solely on the narrative of reviews and forego the typical display of numerical scores, or you're looking to have employees tracked for scores by only goals, only competencies, or some mix, PiiQ makes it simple to meet your needs. 

First things first, let's head to Settings > Performance Settings > Ratings & Scores on the side navigation menu.


This will be where you set up how your goal and competency categories display, as well as the Overall Score that appears (if so configured) at the top of completed Manager Reviews. Read on, or pick a topic from the list below to get started!

1. Set Rating Scales and labels for goal and competency categories

2. Overall Score and goal and competency weighting

3. Customize Overall Score labels

4. Customize ranges and rounding of Overall Score

5. Set up visibility of Overall Score


Set Rating Scales and labels for goal and competency categories


Rating scales are used to measure performance against goals and competencies. In the case of goals, both category and sub-goals will share the same slider labels. Competencies, due to being more varied in terms of how they are observed, have their own configurable answers for sub-competency questions. Their categories will display based on what is set up on this page, but they may not always match the rating labels seen in sub-competency questions. 

As a best practice, we recommend maintaining a consistent number of rating points for both Goal and Competency categories, as well as Overall Score scales. If all category sliders match, it will be much easier for managers and employees to understand how scores relate to one another. Sub-goal and sub-competency scores are averaged by PiiQ to determine where the employee is rated on the category slider.


To update your goal and competency category sliders for future reviews, go to the Goals or Competencies section.


1. Click the drop-down and select the number of rating markers. This determines how many rating scales will be there on the rating slider.


2. Rating pin, snap to marker is a setting that controls whether the rating pin must be on a labeled point of the slider, or if users can score in between the labels. 


3. Enter your rating slider labels by clicking into the text and typing in your new values. The text limit is 255 characters (including white spaces and punctuation).


4. Click Save at the top of the screen to finalize your updates.


Overall Score and goal and competency weightings

The Overall Score is a number and label that can display when a manager's review is complete. This score averages together all goal category and competency category scores, giving a single number to indicate an employee's achievement for the performance review. There are several elements that can be customized when creating the Overall Score so it looks just right for your teams. By default, the Overall Score will combine goals and competencies with equal weight, or 50% each.

1. To change the default weighting, go to the Overall Score section of the Ratings & Scores page.


2. Either drag-and-drop on the slider to adjust the weighting scale, or enter a number directly into the weighting field. This example shows 25% weighting for goals and 75% weighting for competencies.


3. Click Save to finalize your changes.


Customize Overall Score labels

Apart from getting a numeric number, each employee will get a text description or label attached to the score.

1. Go to Overall Score section, and find Configure Overall Score Labels.


2. Click the number to adjust the groups. The default groups are based on your scale and rounding precision.


3. Click the label, and start typing your preferred label.


4. Click Save to finalize your changes.


Customize ranges and rounding of Overall Score

The range of the score represents the possible minimum score and maximum score that employee can get. The default is set to 0-5 to follow best practices. This means everyone in the organization will get a score between 0 to 5. 

Best Practice Alert! Category Scores and Overall Score

Category scores for goals and competencies are never recorded as 0 in reporting. To allow for greater consistency in scores, we recommend starting your Overall Score scale at 1 unless a 0 value is necessary for your internal calculations.

1. Go to Overall Score section and find Select the Range of the Score.


2. Click the drop-down box and choose one from the available options: (0 - 5), (1 - 5), (1 - 4), (1 - 3), (0 - 4), (0 - 3).


The rounding precision determines the accuracy of the scores. The lower the number is, the more accurate scores you will get.

3. In the Overall Score section, and find Select the Rounding Precision.


4. Click the drop-down box and choose one from the available options: 1, 0.5, 0.25, 0.1, and 0.01.


5. Click Save to finalize your changes.


Set up visibility of Overall Score

Sometimes numbers just get in the way. Labels can cause unfair value judgments between employees and managers, causing everyone to lose sight of the true purpose of reviews. It isn't uncommon for companies to focus on the substance of a review and leave numerical calculations out of the picture. Whichever side of this you fall on, PiiQ can support you.

1. In the Overall Score section, find the Display Overall content option.


2. Disabling Score or Label will prevent this information from showing anywhere in PiiQ. This includes review forms, reporting, and the 9-box grid. Use the check boxes to configure what should be displayed.

3. The Allow employees to view Overall Score option is used to determine whether employees can see the the Overall Score and label calculated from the manager review. Turning this off will still allow you to report and see scores and labels from the managerial/administrative point of view.

4. Click Save to finalize your changes.

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