Performance Rating explained
Performance Rating is not a work measurement technique in its own right. Performance Rating enables us formally to measure, using Time Study and Rated Activity Sampling techniques, and establish the work content of a job, not simply the time taken to do it, which can vary from person to person.
This technique is fundamental when measuring work to produce data that businesses need for targets, to assess capacity, plan output, set budget costs, predict completion times, establish staffing levels and confidently compare performances of people doing similar and different tasks. All these activities help in the process of identifying, making, monitoring and maintaining improvements in productivity.
The application of Performance Rating
Performance Rating is a professional judgement and can therefore never be claimed to be exact or infallible. However, when applied properly by trained and regularly re-certified analysts, consistent results with the limits of accuracy within +/- 5% will be achieved.
Consistency is essential in Performance Rating
The most essential aspect in the application of the technique is consistency: consistency in understanding the concept of standard by all Rating analysts in the same organisation – and consistency in time standards within the same organisation. Work content should not be based on inconsistent methods or untrained or inconsistent operators.
Click on the link to find out about other techniques such as Time Study, MTM, PADS, Rated Activity Sampling and the MOST® technique.