Hi Donna -- My apologies... Maybe I'm misunderstanding (or plain don't understand) your query. What is it you are missing regarding the definitions of those words?

Alternative Ratings/Definitions –

5 – Outstanding – Performance is distinguished and clearly superior. Employee consistently performs at an exceptionally high level and effectively executes all of the responsibilities and duties assigned to the job.

4 – Highly Effective – Performance is noticeably better than satisfactory. Consistently exceeds requirements of the position. Occasionally produces an outstanding piece of work.

3 – Effective – Performance indicates the person is on top of the job. Consistently turns in satisfactory performance. Contribution exceeds job requirements on some individual assignments. Performs within normal constraints and meets reasonable time frames.

2 – Needs Improvement – Performance demonstrates some competence, but needs to improve as requirements are not met consistently enough.

1 – Inadequate – Performance is below an acceptable level. Immediate, substantial, and sustainable improvement is needed in handling the job’s responsibilities.

0 – Not Rated – Newly hired employee. Performance level has not been established as of yet.

Hope this helps.

Thanks for perpetuating the spoon feeding, Barry.

"It is not by sitting still at a grand distance and calling the human race larvae that men are to be helped." -Albert Einstein

Donna - here's one I found online - I couldn't find the one from my old company or I'd have included it.

1. Outstanding. The employee is so successful in this job category that special note should be made. His or her performance ranks in the top 10 percent when compared with the rest of the department.


2. Very good. The employee’s performance is better than average when compared with the rest of the unit and common standards.

3. Satisfactory. Performance is at or above the minimum standards. This level of performance is what one expects from most experienced, competent employees.

4. Marginal. Performance is somewhat below the minimum-level standard in this job category. There appears to be potential for improvement within a reasonable matter of time.

5. Unsatisfactory. Performance in this job category is below standard. The person needs to improve in this area.


I will say the way my old company implemented their similar set of measures I found disheartening. It seemed nearly impossible (in fact it was discouraged) to get all "1"s on evaluations. Their logic being if you continuously scored "1"s then your expectations should have been reevaluated. Come from an academic environment where the goal was to get all A's it was an adjustment in attitude that I never quite made that I wasn't supposed to be able to score all "1"s on an eval. I just found it frustrating and disheartening.

Hope this helps!