A county's ratings are so inflated that nearly every employee is marked "exceeds," which makes promotion and layoff decisions guesswork. How should senior HR evaluate and fix the performance-management process?
Select an answer to reveal the explanation.
Short Explanation
When everyone "exceeds," the scale is a participation trophy, not a decision tool. Promotions and reductions-in-force need differences you can defend. Calibrate to evidence so the words on the form actually mean something.
Full Explanation
Rating inflation makes a performance system useless for pay, promotion, development, and layoff decisions because it erases distinctions. Evaluating the process means testing whether scores are evidence-based and comparable across raters. Senior HR should install calibration and honest, evidence-tied scales so ratings can support those decisions. Extra top boxes, hidden scores, and forced "meets" policies preserve or hide inflation instead of repairing it.