What do you do when everyone thinks they are exceptional?
This article from TLNT is a good one as reference for typical definitions for performance ratings. I know many companies which have these sorts of systemic design so employees and managers from those companies can be assured that their HR group did not create the methodology just to be annoying! How else would many people come to a common set of expectations for what unacceptable, acceptable and exceptional look like? Remember performance is typically based upon outcome behaviours and results, not someone’s intentions or time put in.