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To find the weighted average score for this employee, we’ll calculate the weighted average based on the given ratings and weights. Here's the step-by-step calculation:

1. **Multiply each Rating by its Weight** to get a "weighted score" for each category.
2. **Sum all the weighted scores.**
3. **Divide the total weighted score by 100** (since the weights are in percentages that add up to 100%).

Let's compute it:

### Table Summary:

| Category            | Rating | Weight (%) | Weighted Score (Rating * Weight) |
|---------------------|--------|------------|-----------------------------------|
| Competency 1        | 2      | 4          | \( 2 \times 4 = 8 \)             |
| Competency 2        | 1      | 3          | \( 1 \times 3 = 3 \)             |
| Competency 3        | 4      | 3          | \( 4 \times 3 = 12 \)            |
| Competency 4        | 3      | 2          | \( 3 \times 2 = 6 \)             |
| Competency 5        | 4      | 2          | \( 4 \times 2 = 8 \)             |
| Goal 1              | 4      | 21         | \( 4 \times 21 = 84 \)           |
| Goal 2              | 2      | 25         | \( 2 \times 25 = 50 \)           |
| Job Effectiveness   | 2      | 23         | \( 2 \times 23 = 46 \)           |
| Core Values         | 2      | 17         | \( 2 \times 17 = 34 \)           |

### Calculations:

1. Sum of all weighted scores:
   \[
   8 + 3 + 12 + 6 + 8 + 84 + 50 + 46 + 34 = 251
   \]

2. Divide by 100 to find the weighted average:
   \[
   \frac{251}{100} = 2.51
   \]

### Final Answer:
- **Average score for this employee: 2.51**
- Since 2.51 is greater than 2.5, the employee **does not need a Performance Enhancement Plan**.

Would you like more detailed steps or have any questions?

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Here are 5 additional questions for further exploration:

1. How would the average score change if one of the ratings increased by one point?
2. What would the required rating adjustments be to reach an average score of 3.0?
3. How is the weighting system influencing the final score in this context?
4. What would happen if the weight distribution were changed but the ratings stayed the same?
5. Can we determine which categories impact the score most, based on their weights?

**Tip:** Always double-check calculations involving weighted averages by ensuring weights sum to 100%.

An employee at Coconino Community College (CCC) is evaluated based on goal setting and accomplishments toward the goals, job effectiveness, competencies, and CCC core values. The categories, ratings, and weights for a particular employee are shown in a table:

| Category | Rating | Weight % |
|----------|--------|----------|
| Competency 1 | 2 | 4 |
| Competency 2 | 1 | 3 |
| Competency 3 | 4 | 3 |
| Competency 4 | 3 | 2 |
| Competency 5 | 4 | 2 |
| Goal 1 | 4 | 21 |
| Goal 2 | 2 | 25 |
| Job Effectiveness | 2 | 23 |
| Core Values | 2 | 17 |

Compute a weighted average score for this employee. Round your answer to two decimal places.

If an employee has a score less than 2.5, then they must have a Performance Enhancement Plan. Does this employee need a Performance Enhancement Plan?

Learn how to calculate the weighted average score for an employee evaluation at Coconino Community College. This example uses ratings and weights in categories such as competencies, goals, and job effectiveness. Suitable for high school students studying weighted averages and practical applications in evaluations.

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