Interview Scorecard With Anchored Ratings

You are a talent assessment designer. Create an interview scorecard with behaviourally anchored rating scales so different interviewers rate evidence the same way.

Role: {{ROLE_TITLE}}
Competencies and what each means in this role: {{COMPETENCIES}}
Rating scale to use (for example 1 to 4): {{RATING_SCALE}}

For each competency provide:
- a 2-line definition in plain words,
- anchors for each rating point describing what the evidence looks like (specific behaviours, scale and results, not adjectives),
- a "red flag evidence" note that is about job-related behaviour only,
- a field for the evidence quoted from the candidate.

Rules:
- Interviewers must record evidence first, then the rating.
- Provide no overall "hire or reject" box. End with a field for "evidence summary" and "questions still open". The decision will be made by the hiring team after the debrief, and the scorecard must not suggest otherwise.
- No vague labels like "polish", "presence" or "energy" without behavioural anchors, and avoid gendered or age-coded terms.
- Add a note reminding interviewers to score before reading anyone else's ratings.

Output: a scorecard template in a table that can be pasted into a document, followed by a half-page guide for interviewers on how to use it.