Nami uses a 1-5 rating scale for performance reviews. Understanding how each level is defined helps ensure consistency across your organization.
Review Rating Scale
The following labels are used during self-assessments, peer reviews, and manager reviews:
| Rating | Label | Description |
|---|---|---|
| 1 | Below expectations | Performance is significantly below role requirements. Immediate support needed. |
| 2 | Developing | Performance falls short in key areas. Growing toward expectations. |
| 3 | Meets expectations | Solid, reliable performance. Consistently delivers on role requirements. |
| 4 | Exceeds expectations | Performance is above what is expected. Demonstrates impact beyond core responsibilities. |
| 5 | Outstanding | Exceptional performance. A role model who drives results and elevates others. |
Info
The numeric scale (1-5) is fixed to ensure consistency in analytics and calibration. These labels appear in Nami's Slack messages and on the dashboard review pages.
Competency Proficiency Scale
A separate 1-5 scale is used for competency matrix proficiency levels:
| Level | Label | Meaning |
|---|---|---|
| 1 | Basic | Aware of the concept; needs guidance |
| 2 | Developing | Can apply with some support |
| 3 | Proficient | Independently competent |
| 4 | Advanced | Coaches others; handles complex scenarios |
| 5 | Expert | Recognized authority; shapes org-wide standards |
Tip
The review rating scale and competency proficiency scale serve different purposes. Review ratings evaluate overall performance, while proficiency levels describe skill depth within a specific competency.
What Each Review Level Means
Use these as guidelines during manager training:
- 1-2: Reserved for genuine performance issues. Should be accompanied by a development plan.
- 3: The expected standard. Most employees should land here in a healthy distribution.
- 4: Recognizes strong performers who go above and beyond regularly.
- 5: Truly rare. Reserved for exceptional contributions that materially impact the organization.
Tip
Aim for a roughly normal distribution. If more than 30% of ratings are 5, consider whether your calibration process is rigorous enough.
Survey Rating Scale
Pulse surveys use a separate 1-7 rating scale, providing more granularity for engagement and sentiment questions. This is different from the 1-5 scale used in performance reviews.
Run this in Slack with Nami
Reviews, goals, surveys, and calibration — in the DM thread your team already reads. Free for teams of 10 or fewer.
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