Knowby Sculptform
Knowby
Scorecard Preparation and Scoring
Guidelines for using the bi-annual scorecard to fairly assess employees. Includes rating criteria, definitions for key attributes, and space for notes to ensure consistent, objective feedback across all reviews.
Guidelines for using the bi-annual scorecard to fairly assess employees. Includes rating criteria, definitions for key attributes, and space for notes to ensure consistent, objective feedback across all reviews.
1
Step 1 of 4
<ol><li>Set up the new scorecard for each of your employees for the next 6 month work period, this is to be done in January and July.</li><li>Once set up go through the scorecard with the employee so they know what the expectations are for the next 6 months.</li><li>Send a copy of the new scorecard to HR for filing.</li></ol>
  1. Set up the new scorecard for each of your employees for the next 6 month work period, this is to be done in January and July.
  2. Once set up go through the scorecard with the employee so they know what the expectations are for the next 6 months.
  3. Send a copy of the new scorecard to HR for filing.
2
Step 2 of 4
<p>The scorecard review periods run in June and December each year.</p><ol><li>TLs will be triggered by HR to book in times with each of your employees to review and score their scorecards.</li><li>TLs to send a copy of the scorecard to the employee to complete a self-assessment.</li><li>The TLs are to also do a preliminary score of the scorecard at this time.</li><li>At the booked meeting the finals scores and comments are decided and finalised by the TL and the employee.</li></ol>

The scorecard review periods run in June and December each year.

  1. TLs will be triggered by HR to book in times with each of your employees to review and score their scorecards.
  2. TLs to send a copy of the scorecard to the employee to complete a self-assessment.
  3. The TLs are to also do a preliminary score of the scorecard at this time.
  4. At the booked meeting the finals scores and comments are decided and finalised by the TL and the employee.
3
Step 3 of 4
  1. The 5 Point Rating Scale should be used for consistent scoring. 

Each item on the scorecard will be assessed by:

  1. Needs Considerable improvement (1pt)
  2. Meets some expectations, but there is a need for improvement (2pts)
  3.  Meets expectations (3pts)
  4. Often exceeds expectations in this area (4pts)
  5. Is way beyond expectations (5 pts) 
  6. The completed scorecard should then be sent to HR for filing and score assessment, the TL should also keep a copy as reference for future 1:1's and scorecard updates.                  
  7. There are examples of scoring in the scorecard templates.
4
Step 4 of 4

Each section of SC weighted

  • Values contribute to 40% of overall
  • Accountabilities contribute 40% to overall
  • Competencies contribute 20% to overall
  • An average will be taken in each section of the score card, and then multiplied by the above weighting to give an overall rating in each area.
  • The 3 overall ratings will be added together to get an overall score 
  • These are collated into a spreadsheet and reviewed by the Leadership Team.