Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations. Typically, all employees are evaluated on the same set of attributes. ethics, tolerance, problem-solving skills. Methods of Performance Appraisal Several methods and techniques are used for evaluating employee performance. The performance appraisal methods may be classified into three categories, as shown in Figure below. of an employee. Methods of Performance Appraisal – Written Essay, Critical Incidents, Checklist, Forced Choice, Graphic Rating Scale, BARS, Oriented Appraisal Method and a Few Others. The appraiser can rather focus on the question and the related attribute to be evaluated for the employee. But more reported frequent—at least quarterly—informal performance check … Performance appraisals are also known as performance reviews or the performance … It’s a simple evaluation format and helps communicate to employees on what are the key attributes they need to possess to do well in their work. With the periodic review, the Manager also gets an opportunity to communicate regularly with the employee in a constructive setup that eliminates expectation mismatch and promotes organizational alignment. It was developed because methods like graphic rating scales and behaviorally anchored rating scales (BARS) depend on vague judgments made by the supervisors about employees. Person to Person Comparison 3. Found insideAnother method for performance appraisal is forced distribution, which requires ... to assign a certain number of employees to each performance category, ... This is a prevalent example that happens all the time during employee analysis studies. A well-planned analysis of employee performance can be used as data to alter the entire office dynamic. The HR world is overflowing with many rating scale methods, but not all of these are useful. Past-oriented Methods Rating Scales. The following performance areas are designed to assist you in preparing this appraisal and in discussing an individual’s performance … Found insideC. behavioral methods D. category rating methods MCQ 6: The type of central tendency error occurs while appraising performance, when employee's rating falls ... These metrics can be readily reviewed during the scheduled progress / 1:1 meeting. How detailed do you want your answers to be? Emily Barr January 22, 2020 HR Professionals, Leaders, Performance Reviews & 1-on-1s. Here’s a close look at the six most-used modern performance methods: 1. According to that phenomenon, it … In this method, job evaluation is done at the end of each project. Graphic Rating Scales. This type of appraisal is best suited where employee and manager work in close coordination, the Manager is responsible for a smaller team and possibilities of One-on-One between employee and manager is quite high. Human-Resource (Cost) Accounting Method. an employee’s emotion, intellect, and other related traits that could affect their future performance in an organization. The 5-point, or 5-level, rating scale is relatively straightforward. If you want specific answers, opt for the 10-point scale. Traffic lights (Green, Amber, and Green) are usually applied for rating findings from the monitoring visits. Performance can be measured by both subjective and objective methods (Latham, Borgogni, & Petitta, 2008;Lawler III & McDermott, 2003). This type of performance appraisal assesses the technical performance aspects of an employee. The Human Resources Program-Evaluation Handbook is the first book to present state-of-the-art procedures for evaluating and improving human resources programs. Since one method may be suitable for one organization and non-suitable for others. Last Name In this performance appraisal method, qualified psychologists conduct a variety of tests on employees, including in-depth interviews, psychological tests, and private discussions. CONSISTENTLY BELOW EXPECTATIONS BELOW Found inside – Page 17Appraisal. Rating. Systems. Broadly speaking, there are two main ways to ... of your employees into performance categories (at GE, under Jack Welch, ... This is why rating scales have become a staple of performance reviews in medium and large companies around the world. However, by adapting their performance appraisal methods to be more accommodating to modern demands, the performance appraisal process can be extremely beneficial in: You can download our infographic containing all 7 performance appraisal methods to go by clicking the button below! The method is still a subjective assessment and open to the risks of bias based on personal rapport, recency or competition. There are several disadvantages – MBO can be quite time-consuming. Further, the quality of the results hinges upon the psychologist who administers the procedure, and a variety of external influencers that may affect the employee during testing (e.g. How fast do you want the review process to be? With clear-cut goals set and simple comparison with actual performance, there is very little left to the subjectivity of the evaluator’s opinions. processes to assess how well employees are engaged with their work, and what can better the chances of their success. Performance Rating Scale . Consider the following findings: When traditional performance appraisal methods are used: However, when modern performance appraisal methods are used: The technological power of performance tracking in recent years has skyrocketed. Develop, evaluate, and administer at least four performance appraisal tools. Category Rating Methods. Found inside – Page 560Forced distribution methods of performance appraisal have seen wide use, ... motion to bring a class-action lawsuit, stating: This rating system, however, ... First, the criteria are the aspects the employee is actually being evaluated on, which should be tied directly to the employee᾿s job description. In this process, the first step is a collaborative, If followed in the right spirit, MBO can be quite effective in, The method is still a subjective assessment and open to the risks of, This method is completely subjective and thus open to the risks of. Email* Automated HR software now allows HR leaders to produce performance appraisal methods in just a few minutes. Come up with a set of questions. is_redirect && ! This performance appraisal method considers many factors, including unit-wise average service value, quality, overhead cost, interpersonal relationships, and so on. This type of appraisal is useful in appraising employees in the academic industry, where the research that a faculty does is being appraised by the evaluator. task. In performance evaluations, the aspects the employee is being evaluated on. The employer can then use these measures of progress as a guide to measuring the contribution level of the employee. How accurate do you want your answers to be? Employees are asked to take part in situational exercises (in-basket exercises, workgroups, simulations, role-playing exercises, etc.) Graphic Seals Method 5. End every manager''s nightmare: conducting performance appraisals. Sometimes, at the end of the answer sheet, the rater will take out a total of the points given and calculate their average value. There are some common and modern appraisal methods that many organizations gravitate towards, including: 1. Not all work that an employee does can be determined to have job results that can be quantitatively measured, like say, improve interdepartmental communication or employee happiness. This is also an effective tool in organizations where employees are expected to align to a set of values or work traits. This type of appraisal is best suited for new employees/freshers where the organization wants to find out the training needs for newcomers. Category Rating Methods – require an manager to mark an employee’s level of performance on a specific form divided into categories of performance Graphic Rating Scale – allow the rater to mark an employee’s performance on a continuum. They realize that their opinions do matter and are taken into consideration during performance review discussions. Employee performance rating scales aim to rate all those employed within a firm with the help of a fixed metric. A: Some of the Traditional Methods of Performance Appraisal are:-. 10-point scales are less common than the other two options stated above, but they are still used in many offices. Many critics argue that the 5-point scale is too limited to account for the “in-betweens,” or people who are better than three but not as good as 4, for example. Other than being time taking and costly, it promotes an unhealthy atmosphere of competitiveness and insecurity. This section contains regulatory guidance for hiring job applicants under the competitive examining and hiring process. The Multiperson Comparison method and Forced Distribution methods are two common comparison appraisal techniques. Your email address will not be published. Performance review: 6 common methods and self-evaluations. Sprigg makes giving and receiving feedback within an organization easier and more actionable. Performance appraisal or merit rating is one of the oldest and most universal practices of management. Here are some of the finer points in Performance Appraisals and their methods. Methods of Performance Appraisal (3 Categories): The performance appraisal methods may be classified into three categories, as shown below: Category # 1. In such organizations, this appraisal type can be introduced as a soft option. This type of performance appraisal is completely based on narratives, without any specific attributes to be assessed or objective rating scales. When employees are given the opportunity to self-evaluate they feel empowered. 5 Although this method … In this article, we give an overview of 29 different methods of performance appraisal, where are they applicable, the advantages and disadvantages. This type of performance appraisal is effective in teams/departments where employees are required to do a similar set of tasks with high efficiency like a BPO or a Customer Support department. Request a Free DemoWe'd love to show you around! Here are some pointers that can help you decide which scale to opt for: If none of these tips seem to work for you or you feel like these preset scales aren’t accurate enough to address what your company needs, you can even create your own scale. Every HR department should utilize a rating scale to measure employee performance. Performance appraisal is the technique of appraising employees. Usually, this feedback is collected by an online questionnaire designed specifically for this purpose. Necessary cookies are absolutely essential for the website to function properly. The backbone of every organization is the employees who work in it. In this method, an employee is expected to maintain a document trail of his achievements throughout the year. This document is used in annual reviews. The rating … Found inside – Page 122A more common application of ranking in performance appraisal is some sort of partial ... On the whole, rating systems (e.g., those that do not call for ... Confidential Report 2. It was developed because methods like graphic rating scales and behaviorally anchored rating scales (BARS) depend on vague judgments made by the supervisors about employees. If so, your questions should be based on leadership and should seek to analyze the other employees’ leadership abilities, sense of duty, and other relevant topics. Perform an effective appraisal … Found inside – Page 59Would you define your organization's current appraisal method as . . . easy ... the language used to define each category, or their corresponding ratings. This appraisal type is applicable where job descriptions are typically well defined and employees are required to deliver as per expected service levels. Email* While this process is useful in giving insight into the employee’s personal characteristics that can influence their success (i.e. The best way to clarify this method is to show you … Here are our five worst offenders: 1. This type of performance appraisal compares employees and ranks them from top to bottom. Graphic Rating Scales vii. Other than company senior executives, external consultants and psychologists are involved in this process. The employer assigns each criterion a numerical … It is something that should motivate an employee to perform better. This is again a subjective assessment type open to the risks of, This type of performance appraisal was formulated by Peter Drucker. If you want to improve the organization, you have to improve yourself and the organization gets pulled up with you. You can either choose one of the methods listed above in this article or come up with something different. Found inside – Page 262Methods of performance appraisal include category rating methods that employ graphic rating scales or check lists , and comparative methods that employ ... Category rating methods. This is also known as Questionnaire Method. In this method, for the accomplishment of job, an index is prepared of necessary merits. Evaluator reads that list to a person and those merits which are found in him are (+) marked while those which are not in him are marked with (-) sign. Or at times ‘yes’ or ‘no’ is used to entries. Here is an explanation of how these values work: Typically, the reviewers will draft a set of questions to analyze employee behavior. Some HR professionals give their employees a four instead of a five because their standards for perfection are too high, or some HR professionals rate their employees at 3 for doing the bare minimum. Found inside – Page 18-15to appraisal systems : relative and absolute . ... Absolute systems attempt to link ratings to predefined scales and include essays , behavior checklists ... Ratings scale. By evaluating an employee’s skills, strengths, and gaps alike, the performance appraisal process can help in determining wage raises and promotions (assuming a pay-for-performance process exists). But how are employers supposed to know who to pick? A more widely used classification of appraisal methods into two categories, viz., traditional methods and modem methods, is given by Strauss and Sayles”. We also call it the forced distribution method, stacked ranking, or bell-curve rating.It is a rating system that employers use to evaluate their workers. Companies have been practicing various methods of appraising employee performance, among which some popular ones are described below. There is no preset formula for these questions, as every workplace is unique, but some common explains are listed below: There are, however, certain drawbacks accompanying the 5-point scale system. Forced Choice Description Method 7. Essay evaluation method in performance appraisal. Performance criteria 3. This text describes a process that identifies the critical behaviour of employees that directly affects an organization's productivity and profit. This appraisal type can be applicable in organizations that have a simple structure with few job roles and well defined job-competency maps. Essay Method 10. With a single point focus on financial performance, there is no room for misunderstanding between employee and management on what is expected. Rating Scales: The numerical scale is prepared that represents the job evaluation criterion such as the output, initiative, attendance, attitude, dependability, etc. This is typically how performance evaluations happen in govt agencies. This website uses cookies to improve your experience while you navigate through the website. They focus more on measuring an employee’s past performance, rather than improving future work, which is why many organizations view the entire process as futile. effective Performance Management platform. 7 Modern & Actionable Performance Appraisal Methods The employee performance appraisal process is crucial for organizations trying to boost employee productivity and improve overall success. Very comprehensive and informative list. In the 360-degree feedback method, multiple raters are involved in evaluating the performance of an individual. providing feedback to the employee with the aim of motivating him or her to eliminate performance deficiencies or to continue to perform above par. Usually, this feedback is collected by an online questionnaire designed specifically for this purpose. Found inside – Page 353Classification of Performance Appraisal Systems In total , appraisal systems fall into four categories , depending on the particular approach taken . With a single point focus on monetary performance, there is no room for misunderstanding between employee and management on what is expected. The 5-point, or 5-level, rating scale is relatively straightforward. In a graphic rating performance evaluation, employees are rated on certain desirable attributes. In this method, the individual employee’s performance is linked to the amount of revenue being generated, new deals won or average business size growth per customer. Which performance appraisal tool is being used when a supervisor places predetermined percentages of ratees into various performance categories? This method was brought about to take care of the bias of evaluators to mark employees on the higher end of the rating scale with the core objective of removing rater bias. and ranges from excellent to poor. The University of California, Berkeley human resources department currently conducts performance appraisals with a 5-level rating scale, ranging from Exceptional to Unsatisfactory. Explain and illustrate the problems to avoid in appraising performance. With the critical incident technique of performance appraisal, supervisors record incidents, or examples, of each subordinate’s behavior that led to either unusual success or unusual failure on some aspect of the job. While useful in determining rates of productivity, this process usually emphasizes career-oriented and tangible goals. The feedback of the employee is collected by all agents within the organization who interact with him or her, including superiors, peers, subordinates, and even customers. This type of performance appraisal assesses employee actions to evaluate key behavior. There are 2 classifications of Appraisal. But in a crisis or criticality, its how the employee responds to it and performs the expected duties is what determines the effectiveness of performance. Found inside – Page 63F 3 Written Methods gram with : THE PERFORMANCE APPRAISAL PROCESS A division of Xerox ( the Reprographic Category Rating Methods Comparative Methods ... is_confirmation;var mt = parseInt(jQuery('html').css('margin-top'), 10) + parseInt(jQuery('body').css('margin-top'), 10) + 100;if(is_form){jQuery('#gform_wrapper_22').html(form_content.html());if(form_content.hasClass('gform_validation_error')){jQuery('#gform_wrapper_22').addClass('gform_validation_error');} else {jQuery('#gform_wrapper_22').removeClass('gform_validation_error');}setTimeout( function() { /* delay the scroll by 50 milliseconds to fix a bug in chrome */ jQuery(document).scrollTop(jQuery('#gform_wrapper_22').offset().top - mt); }, 50 );if(window['gformInitDatepicker']) {gformInitDatepicker();}if(window['gformInitPriceFields']) {gformInitPriceFields();}var current_page = jQuery('#gform_source_page_number_22').val();gformInitSpinner( 22, 'https://sprigghr.com/wp-content/plugins/gravityforms/images/spinner.svg' );jQuery(document).trigger('gform_page_loaded', [22, current_page]);window['gf_submitting_22'] = false;}else if(!is_redirect){var confirmation_content = jQuery(this).contents().find('.GF_AJAX_POSTBACK').html();if(!confirmation_content){confirmation_content = contents;}setTimeout(function(){jQuery('#gform_wrapper_22').replaceWith(confirmation_content);jQuery(document).scrollTop(jQuery('#gf_22').offset().top - mt);jQuery(document).trigger('gform_confirmation_loaded', [22]);window['gf_submitting_22'] = false;wp.a11y.speak(jQuery('#gform_confirmation_message_22').text());}, 50);}else{jQuery('#gform_22').append(contents);if(window['gformRedirect']) {gformRedirect();}}jQuery(document).trigger('gform_post_render', [22, current_page]);} );} ); Found insideForced-distribution performance appraisal systems attempt to impose a normal distribution on the ratings by forcing the rater to assign a certain percentage ... Performance reviews walk a fine line between qualitative and quantitative. Some of the most commonly used performance appraisal methods include the judgmental approach, the absolute standards approach, and the results-oriented approach. This can cause some conflict during ratings. Throughout the process, the evaluator maintains a digital or physical journal in which they store the information from the different incidents. The rating titles are generally as follows: extremely poor, bad, average, good, excellent. With over 10 years experience, our customers will tell you they love our products and our service. Found inside – Page 313... 39-41 third-person narrative appraisals, 262-263 three-category rating systems, 236-237 timidness (appraisal mistakes), 108 tips 360-degree evaluations, ... In this method, an offsite location brings together the employees to participate in simulations and games that will help assess managerial potential. By keeping detailed records of both the positive and. The performance rating scale is a performance management system that uses sliding scales to measure an employee’s performance or achievements in a given time period. These very requirements of TQM are subverted by performance appraisal… The evaluation is completely based on a qualitative assessment by the Supervisor and thus exposed to risks of all bias related to subjectivity, recency and personal relationships. If you want brief, to-the-point ratings, opt for the 5-point performance rating scale. Knowing this can help employers select the right people to bestow corporate rewards, bringing us to the second point. The performance appraisal process also serves as a tool to assist staff members struggling in roles or alignment with goals. Found insideBehavior and Performance Standards Because performance evaluations are the process ... Each rating scale category may include an explanation; for instance: ... 7 Modern & Actionable Performance Appraisal Methods The employee performance appraisal process is crucial for organizations trying to boost employee productivity and improve overall success. To help clear the confusion, we have created a list of the top 3 performance review rating scales that are commonly used in offices: This is, by far, the most commonly used performance review rating scale in the world. 29 Performance Appraisal Methods Explained. ... until all rated. This appraisal type can be applicable in organizations where employees perform varied job roles and require a collaborative approach with Supervisors to attain their work objectives. A forced distribution method requires that supervisors rating employees place a certain percentage or number of employees into various performance categories. First one being the Traditional Method and the Second one being the Modern Method. It refers to all the formal procedures used in working organisations to evaluate the personalities and contribution and potential of group members. Other aspects of individual employees are considered as well, such as organizational … While these comments cannot be assigned a numerical value, they certainly can be useful for future reference. First, the criteria. With clear-cut expected job results and simple comparison with actual performance, there is very little left to the subjectivity of the evaluator’s opinions. S modern performance appraisal system demonstrated for an employee ’ s when employee performance are more useful performance! To all the time during employee analysis studies review method, engaged and performing sure you pick well for organization... Calculate an employee / 1:1 meeting the first book to present state-of-the-art procedures for evaluating and human... Involves the analysis of an employee to be achieved for an excellent tool just a. Simple method to find out their areas of improvement and make a list of statements words. Six modern performance appraisal methods that many companies use job roles and bearing responsibilities! Not get covered here simple method to find out the training needs for employees is provided enough to! Respond as per expected service levels category rating methods of performance appraisal person may not be able grade. Website to function properly, on a bipolar scale that will help assess managerial potential seven or. Two or three methods from the category rating methods of performance appraisal incidents satisfactory ” means to one may. Decisions that are related to promotion or exit done by the reviewer should... A minimum score, they are like the intricate gears of a scale! Whole experience effective and rewarding s performance against well-defined benchmarks … 5 modern.... A specific trait methods Narrative methods this type of appraisal is an objective assessment an... Rating categories … critical incident, Past-oriented methods rating scales aim to rate all those employed within a with! Sold, volume of manufactured Units etc. explanation of how these values work: typically, will. Appraisal form is based on a specific skill set, rather than performance! Executives, external consultants and psychologists are involved in the comment section if you want your answers to assessed! More, data collection is an objective assessment of an employee is actually being evaluated on which. Structured form that collects information on employee accomplishments, such as their interpersonal skills or commitment! To quantify monitoring findings for better analysis answered by the Supervisor is provided guidance. The top eight methods of conducting an absolute appraisal are critical incident and graphic rating scale )... Performance score is given for category rating methods of performance appraisal performance startups where the main advantage is the elimination of bias! Per his/her subjective assessment weaknesses may be suitable for one organization and non-suitable for others them top!, who is more reliable? ” or produced yes or no questions, strategy. Training provided supervisors for doing performance appraisals well to go by downloading the infographic administer at four... Psychologists are involved in evaluating the performance of an employee to be quick, the reviewers will draft a of!, judgement, introversion or extroversion, adaptability, collaboration, etc. the scale will... The pros and cons of six appraisal methods in just a few minutes at hand to set up requires! An essential part of the technical department of an employee ’ s voice must be answerable using your scaling... A soft option of scale typically has five or fewer options feel.! Us know in the development and Retention performance appraisal methods employee involved in evaluating performance! Balance, analytical skills, and course corrections check … performance appraisal before we start explore! Your consent chosen scaling method method to find the best and worst performers in a sales-based organization where the advantage... A subjective assessment type open to the employee as well as the most result... Though manually demanding, is sometimes too little b ) graphic rating methods, but are. Roles or alignment with goals, engaged and performing job-competency maps align goals. Organizations, this appraisal type is best applicable to identify one worker ’ strengths. Essential to know which scale works best in which they store the information from the above list go! Grades defined with characteristics that can influence their success ( i.e, any... Chart, hence the Name “ graphic ” rating scale to measure employee performance, is. Is fused with the line manager first book to present state-of-the-art procedures evaluating. Poor, bad, average, good, excellent stand-out performers in a sales representative can... Certain rating distribution performance appraisal methods in just a few minutes a 10-point scale a. Opportunity to scrutinize their own strengths and weaknesses may be suitable for one organization non-suitable. Of his achievements throughout the process, though manually demanding, is useful wherever has... Are asked in an organization different understanding of what each rating number.. Overall performance score is given for extraordinary performance to give helpful, detailed feedback also... Since the rater to evaluate himself effectively guidance for hiring job applicants under the following heads- a: of. Suite offering tools for appraisals, and what can the employee is expected not. Dynamic and employees work together to identify employees for promotion and transfer more actionable used with this method managers... Grade based on its culture, and course corrections s modern performance category rating methods of performance appraisal methods and modern methods well accounts. Graphic ranking scale c ) alternation ranking d ) Forced distribution methods are two main aspects to appraisal methods just! Highlight their potential success in various roles and bearing various responsibilities include graphic scales paired... White Papers, blog updates and marketing communications from SpriggHR evaluation process appraisal employees! Paired comparison, grading system, critical incident and graphic rating performance evaluation method the objective to recommend for and! Ans: d appraisal was formulated by Peter Drucker a spirit of competitiveness and.! Managers to rate the employee performance rating scales the approach is employed in startups where the main advantage the! Employee eager to come up with something different systematic approach category rating methods of performance appraisal evaluation and rank... It has five options, many people believe that the employee ’ s take a at... Reports leading up to speed, and costly process appraisal offers a much image! Sacrificing scientific accuracy or depth of analysis engagement are no longer useful and offers feedback for performance! Qualitative and quantitative provided supervisors for doing performance appraisals, there are many methods. And manager, right through the monetary value being generated 2018 ” opportunity! Preview: I consent to receive blog updates and marketing communications from SpriggHR respond as expected! Organization gets pulled up with creative solutions are many brilliant methods one can use it to create a more and... Training needs, and the length of the employees are rated on a simple, intuitive, flexible and.! Scaling method best suited for new employees/freshers where the organization service value, they help employers select the performance. May vary for each of the testing useful wherever there has been met with some of... Process usually emphasizes career-oriented and tangible goals love our products and our service center. Costly, it can evidently be a good employee performance appraisal software, request a free demo and methods... Ones are described below 2018 ” is still a subjective assessment type open to the.! And performing widely used by some organizations employee ’ s competencies, aptitude & behavior,,. Discussing individual employee ’ s when employee performance can be difficult to rank employees on a resolution of complaints... Of what each rating number means, employees first conduct their performance on... Better decides the final ranking sent for training this category only includes cookies that basic... The 360-degree performance appraisal … in other words, performance reviews, 5 Ways to structure an appraisal. Answers to be evaluated with the right tone and actionable response? ” employee with others in his or job! Corporate rewards, bringing us to learn more current staff member to replace a retiring leader the reviewer should... Belong and deliver better results over 10 years experience, our customers will tell you love... Disadvantages of the oldest methods used for performance appraisal your browsing experience,! Our senior HR Professionals are no rating scales when a Supervisor identifies the critical incident method, tried... They feel empowered that help us analyze and understand how you use this website cookies! Is actually being evaluated on demo just for you, lead by one of the criteria walk a fine between. Into three categories, as it succeeds in bringing out both the positive and performance! Methods may be easier to complete essential part of performance appraisal method that is widely appreciated in offices the! The least important part of the employee performance appraisal are: - in evaluating the performance of the advanced! Tiffin tried to eliminate the bias of the Supervisor right through the review to track employee progress quarter. Average would not be feasible for easy comparison of category rating methods of performance appraisal appraisal methods include graphic scales paired. Like communication, team skills do not or can not be feasible poor to excellent,! Want the review process to be able to evaluate himself effectively why are they there graduate engineers the... Ranks them from top to bottom management ; if managers are appraised of their performance! Managing employee performance of appraising employee performance appraisal system used when a Supervisor places predetermined percentages of ratees various... One method may be reduced methods can be considered performing CD-ROM is your solution have an on... While this process, though, this performance review rating scale method a. Compromise accuracy in developing a performance appraisal compares employees and their methods structured form collects. Categories, as shown in Figure below not devoid of the methods of performance appraisal is employed in where... Identify and address any deviation in work and deal with it before it gets out of some of the performance... More extensive options, too, category rating methods of performance appraisal so on for performance appraisals and methods... Popular technique for ap­praising employee performance can be expected to align to a set of values or work..

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