RATING SCALE

MIDDLE EAST UNIVERSITY

MOCHAMAD ROBBY FAJAR CAHYA

INTRODUCTION

Rating means measuring an attribute of objects or persons by judgment in a continuum. For eg: school marks or grades; performance appraisal rating of an employee in an organization.

INTRODUCTIONContinue ……

Rating Scale involves Qualitative description of a limited number of aspects of a thing or traits of a person. When we use Rating Scale we judge an object in absolute terms against some specified criteria.

Definition • Rating Scale is a device by which

judgments may be qualified or an opinion concerning a trait can be analyzed. Rating scale is a tool in which the one person simply checks off another person’s level of performance.

How to Construction “RS”• Each trait to be rated should be clearly

defined and explained with specific instances.

• Various intervals or points on the scale should be clearly defined. Usually five to seven intervals are used in rating trait, attitude and other sentiments.

Type of Rating Scale

Type of Rating Scale

Numerical rating scales Graphic Rating Scales Descriptive Rating Scale Percentage Rating Scale

Numerical scales • Numerical scales are the easiest to

construct and apply to the objects, persons and events etc to be rated. In numerical scale the observer or rater is supplied with a sequence of numbers which is well defined and his task is to rate the objects on the given sequence of numbers on the basis of his impression.

Numerical scales Continue….

• Example :Numerical anchors Meaning

1 Extremely disagree2 Strongly disagree3 Moderately disagree4 Mildly disagree5 Indifferent6 Mildly agree7 Moderately agree8 Strongly agree9 Extremely agree

Grafic Scale • In this scale the performance is printed

horizontally at various points from lowest to highest. Descriptive rating scale: It does not use number but divide the assessment into series of verbal phrases to indicate the level of performance.

example :

Advantages VS DisadvantagesGrafic Scale

Advantages :•They have no numerical anchors. As such the rater experience no confusion arising out of the need for numerical discrimination.•They are simple, easily administered and quickly completed by the raters.

Disadvantage :•Graphic scales take time and labour in scoring.

Limitation :•Provide space only for the shorter descriptive cues.

Percetage Rating • Percentage rating is done whenever the investigator

wants a quick rating with maximum uniformity from rater to rater. The technique requires the rater to place the rates among different specified percentage groups or into different percentiles or quartiles such as given below

exp : Range of Score 80% s.d. 100% A70% s.d. 79% B60% s.d. 69% C45% s.d. 59% D< 44% E / Not Pass

Descriptive rating scale• It does not use number but divide the

assessment into series of verbal phrases to indicate the level of performance.

Uses of Rating Scale To Evaluate •Skills •Product Outcome •Activities •Interest •Attitude Personal •Characteristics

Advantages of “RS”• Easy to administer and score. • Wide range of application• Graphic rating scale is easier to make and less time

consuming. • Easily used for large group. • Also used for quantitative methods. • May also be used for assessment of interest, attitude and

personal characteristics.• Used to evaluate performance and skills. • Rating scales are adaptable and flexible research

instruments.

Disadvantages of “RS”• It is difficult to fix up rating about many

aspects of an individual. • Misuse can result in decrease in

objectivity. • There are chances of subjective

evaluation, thus the scales may become unscientific and unreliable.

Example RS

Trend Issue “RS”One problem in using rating scales with multiple levels is apparent by a review of the sample scale descriptors. What are the differences between above average and average? Between a “2” and “1”? Is there consensus among faculty members using the rating scale as to what constitutes different levels of performance for each outcome or competency evaluated? This problem exists even when descriptions are provided for each level of the rating scale.

Trend Issue “RS” continue ….

Nitko and Brookhart (2011) identified four common errors that can occur with rating scales applicable to rating clinical performance.

1.Leniency error results 2.Severity error.3.Central tendency error4.Hallo Effect

Leniency error results When the teacher tends to rate all studentstoward the high end of the scale.Exp :

Severity error The opposite of leniency, tending to rate all students toward the low end of the scale.

Central tendency error Hesitancy to mark either end of the rating scale and instead use only the midpoint of the scale. Rating students only at the extremes or only at the midpoint of the scale limits the validity of the ratings for all students and introduces the teacher’s own biases into the evaluation

Halo effect Judgment based on a general impression of the student. With this error the teacher lets an overall impression of the student influence the ratings of specific aspects of the student’s performance. This impression is considered a “halo” around the student that affects the teacher’s ability to objectively evaluate and rate specific competencies on the tool.