The most common form of performance evaluations are graphic rating scales. Essentially, in this format there are different categories followed by statements about the employee, the employee is rated generally on a numerical scale on their ability to conduct these behaviors or aspects about their work environment. Sometimes, one will see the terms strongly agree and strongly disagree to replace the numerical aspects, but add value through dictation of the actions themselves. “The graphic rating scale format consists of a definition of performance with a bipolar adjective scale, and such appraisals tend to be somewhat generic” (Donahue, Dudley, McFarland, Yun, 2005). The term “looks good on paper” comes to mind when discussing the graphic
