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Constructing a rubric for Social Assessment

While Social Assessment provides an immediate and highly relevant format for soliciting and receiving feedback from peers, managers, and mentors, the art of delivering good feedback is another matter altogether. We already know that many people struggle with giving and receiving feedback. Properly given, feedback can transform employees into high-performers. Improperly framed, poor feedback can undermine employee/employer relationships and actually drive people to the door.

Rubrics have long been used in the education world as an assessment instrument. They offer guidelines for scoring and assessment criteria. They can be leveraged in the corporate world as well to provide structure to the Social Assessment feedback framework by ensuring a fair, consistent, and effective process of assessment. Not only should rubrics clearly set expectations around employee performance, they should also allow for assessors to collect quantifiable information that demonstrates iterative employee improvement over time.

Each rubric is unique and entirely dependent on the activity, task, or role being assessed, but there are some standard guidelines for creating a rubric one can follow.

  1. Think of a job responsibility (perhaps an essential job function) for the employee.
  2. List all the steps/tasks associated with that responsibility.
  3. Prioritize the above, from highest to lowest, based on importance.
  4. Decide on the type of rubric to be used:
    • Simple point addition/deduction
    • Grid system with narrative
    • More detailed with Likert-type scale
    • Much more detailed (combination of above)
  5. Depending on rubric, identify major areas of assessment.
  6. Assign point values and final point value.

Social Assessment diagram rubric

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