Frame of reference (FOR) training helps improve rater accuracy by thoroughly familiarizing raters with the various performance dimensions to be assessed. The overall goal is to give raters skills so that they can minimize unintentional errors and provide accurate ratings on each performance dimension by developing a common FOR. A typical FOR training program includes a discussion of the job description for the individuals being rated and the duties involved.

Raters are then familiarized with the performance dimensions to be rated by reviewing the definitions for each dimension and discussing examples of good, average, and poor performance. Raters are then asked to use the appraisal forms to rate fictitious employees usually shown in video practice vignettes. The trainees are also asked to write a justification for the ratings.

Finally, the trainer informs trainees of the correct ratings for each dimension and the reasons for such ratings and discusses differences between the correct ratings and those provided by the trainees. It should be evident by now that FOR training can take quite a bit of time and effort to develop and administer, but it is well worth it. Specifically, raters not only are more likely to provide more accurate ratings, but they are also more likely to help employees design effective development plans.