Tool #5: Calculate the Percentage of Your Staff Rated “High, Middle, and Low” Rating Distribution Report Manager’s Name: ________________________ Date:______________________ Unit/Department: __________________________ 1 Write the total number of employees you evaluated during this review period Number of Employees Evaluated:______________________________ Figure out the number of employees you rated high, middle, and low Use the crosswalk below to see how your organization’s numeric rating scale corresponds to high, middle, and low performance. 2 Recommended Crosswalk of Performance Levels and Scores Level 3-Point Scale 4-Point Scale 5-Point Scale High 3 4 5 Middle 2 2, 3 2, 3, 4 Low 1 Note: Only use the column outlining the scale your organization uses. Refer back to your completed evaluations and count how many of your employees you assigned to each rating category (high, middle, and low) during this review period. Write the total number of employees you assigned to each category in the spaces below. High Middle Low Number of Employees in Each Category

3 Calculate the percentage of employees you rated high, middle, and low Use the following formula to calculate the percentage of your employees in each category: Round to the nearest whole number. Write the numbers in the spaces below. Number of Employees in Each Category X 100 Percentage of Employees in Each Category Number of Employees Evaluated High Middle Low Example: (based on 45 employees; 8 high, 33 middle, and 4 low) Percentage of Employees in Each Category __________% ___ 8 ___ 33 ___ 4 X 100 = 18% X 100 = 73% X 100 = 9% 45 45 45 4 Compare your percentages to your organization’s target percentages (Optional) If your organization provided target percentages for high, middle, and low performance categories, write the target percentages in the spaces below. High Middle Low Organization’s Target Percentage of Employees in Each Category __________% Compare your rating distribution (Step 3) to the organization’s target distribution (Step 4). Notice how similar or different the percentages are, and if they’re different, think of possible reasons why. 5 Follow directions from your point of contact about next steps and deadlines (if applicable) Source: HR Advancement Center research and analysis.