Five-Point Rating
System
Five-Point Rating System
 5.
Distinguished
 4. Excellent
 3. Proficient
 2. Some Improvement Needed
 1. Unsatisfactory
5. Distinguished
 Definition:
Unusually outstanding in all
aspects of this competency. Performs at
the highest level and serves as an
example to others. Sound justification,
including examples, must be provided in
order to use this rating.
 This is the highest possible rating.
 Should only be used in exceptional cases.
 Reserved for model employees.
5. Distinguished
 Keywords:
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UNUSUAL - The performance required for this
rating extremely high and typically
uncommon.
CONSISTENCY - Employee must consistently
perform at this level in all aspects of the
competency, all of the time.
EXAMPLES – Three (3) thorough examples of
“Distinguished” performance must be
provided in order to use this rating.
5. Distinguished
 Examples:
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Always completes tasks on or before time
without errors.
Is never late.
By far exceeds expectations and demands of
job.
Completes all projects and tasks assigned
without any of them “falling through the
cracks.”
4. Excellent
 Definition:
Consistently demonstrates high
achievement in all key areas of this
competency. Performs above the
standards and surpasses performance
expectations in many areas important to
this competency.
 This
is the second highest rating.
 Most top-performers fit in this category.
4. Excellent
 Keywords:
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KEY AREAS - Should be given to employees
who exceed performance expectations in the
vital (key) areas of the competency.
SURPASS - Works above the expectations of
most of the duties and responsibilities of the
job.
4. Excellent
 Examples:
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Often completes tasks on or before time
without errors.
Is rarely late.
Goes above and beyond most expectations
and demands of job.
Completes all vital projects and tasks
assigned.
3. Proficient
 Definition:
Fulfills performance standards
and satisfactorily meets the expectations
of this competency.
 Meets
requirements and expectations.
 Keywords:
• FULFILL - Accomplishes the demands of the job
and competency.
• SATISFACTORY - Performance must be
acceptable and adequate.
3. Proficient
 Examples:
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Is reliable and dependable.
Gets the job done.
Possesses knowledge and skills as required
by competency.
Has ability to learn knowledge and skills as
required by competency.
2. Some Improvement Needed

Definition: Some improvement is needed to meet
standards in this competency. Strategies for
improvement must be defined. Failure to
improve may result in disciplinary action up to
and including termination.

Employee’s performance is below expectations
in some or all areas of the competency.
2. Some Improvement Needed
 Keywords:
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SOME - Improvement is required of some or
all aspects of the competency.
REQUIRED - Improvement is required and a
plan of action to do so must be implemented.
STANDARDS - Standard(s) of a competency
is/are not being met.
DISCIPLINARY ACTION - Failure to improve
performance may result in disciplinary action,
up to and including termination.
2. Some Improvement Needed
 Examples:
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Employee does well in some areas, but poorly
in others within a competency or
duty/responsibility.
This may be an employee with a problem, not
a problem employee.
Employee typically has potential to improve
performance.
1. Unsatisfactory


Definition: Performance is substandard;
immediate improvement is required. Strategies
for substantial improvement must be defined.
Failure to improve may result in disciplinary
action up to and including termination.
This is the lowest rating.
 Employee has serious performance issues.
 A Performance Improvement Plan (PIP) must be
completed to correct the problem.
1. Unsatisfactory

Keywords:
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SUBSTANDARD - Performance clearly falls below
expectations of competency, and duties and/or
responsibilities.
IMMEDIATE - High priority for performance
improvement must be demonstrated by employee and
supervisor.
PIP - Performance Improvement Plan
DISCIPLINARY ACTION - Failure to improve
performance may result in disciplinary action, up to
and including termination.