When leaders are providing Annual Review ratings in Cornerstone Conversations, it may be helpful to keep in mind the following definitions as a way to distinguish among each performance rating category:
| Ratings & Definitions | Target Merit Increase
Range % |
| Exceptional
Consistently exceeded performance. - Attained higher impact than expected (i.e., exceeded desired quantity, quality, efficiency outcomes).
- Created something new that was unexpected & valued (i.e., improved a key process).
- Taught others how to deliver similarly high outcomes and/or documented processes to support sustainability.
- Embodied the WSU values to such a degree that they positively influenced others’ demonstration of those behaviors.
| 4.5% - 6.0% |
| Highly Effective
Consistently achieved performance expectations, and
frequently exceeded them. - Attained higher impact on some goals than expected.
- Initiated learning/development to achieve those goals and/or taught others how to achieve those goals.
- Embodied the WSU values to such a degree that they positively influenced others’ demonstration of those behaviors.
| 2.5% - 4.5% |
| Effective
Consistently fulfilled performance expectations. - Met expectations for all performance goals by delivering agreed upon outcomes using existing processes.
- Open to learning/development suggestions.
- Embodied the WSU values.
| 1.0% - 2.5% |
| Inconsistent
Work did not consistently meet performance expectations and
needs improvement. - Met expectations for some goals but not all due to reasons within their control (i.e., didn’t focus upon stated priorities, utilize agreed upon methods, etc.).
- Embodied the WSU values most times, but not always.
| 0% |
| Unsatisfactory
Rarely achieved performance expectations; immediate and
continued improvement is required. - Did not meet expectations for most goals due to reasons within their control.
- Inconsistently embodied WSU values and potentially negatively influenced others’ demonstration of behaviors.
| 0% |