TABLE A1
Knowledge of the Organizational Strategy of FHCN by Ratee`s
Item Mean Standard
Deviation
Response category(a)
The goals of FHCN have been clearly communicated to me. 2.80 1.23 NA I know and understand the heading that has been set by the
organization
2.86 1.13 NA
There is a strong understanding with me and my colleague`s to were the organization is heading
3.04 1.18 NA
Overall score 2.89 1.05 NA
a, Response Category: SA = Strongly Agree (1.50 or less); A = Agree (1.51 – 2.50); NA = Neither Agree nor Disagree (2.51 – 3.49); D = Disagree (3.50 – 4.49); and, SD = Strongly Disagree (4.5 or greater).
TABLE A2
Knowledge of the Organizational Strategy of FHCN by Rater`s
Item Mean Standard
Deviation
Response category(a)
The goals of FHCN have been clearly communicated to me. 2.00 0.77 A I know and understand the heading that has been set by the
organization 2.36 0.81 A
There is a strong understanding with me and my collegues to
were the organzation is heading 2.55 0.82 NA
Overall score 2.30 0.72 A
a, Response Category: SA = Strongly Agree (1.50 or less); A = Agree (1.51 – 2.50); NA = Neither Agree nor Disagree (2.51 – 3.49); D = Disagree (3.50 – 4.49); and, SD = Strongly Disagree (4.5 or greater).
TABLE A3
Strategic Congruence as Perceived by Ratee`s
Item Mean Standard
Deviation
Response category(a)
My performance expectations, are deduced from organizational goals
2.88 1.17 NA
Goals of FHCN are being translated towards the criteria on which I am appraised
TABLE A4
Strategic Congruence as Perceived by Rater`s
Item Mean Standard
Deviation
Response category(a)
My performance expectations, are deduced from
organizational goals 2.09 0.94 A
Goals of FHCN are being translated towards the criteria on
which I am appraised 2.55 1.13 NA
Overall score 2.32 1.01 A
a, Response Category: SA = Strongly Agree (1.50 or less); A = Agree (1.51 – 2.50); NA = Neither Agree nor Disagree (2.51 – 3.49); D = Disagree (3.50 – 4.49); and, SD = Strongly Disagree (4.5 or greater).
TABLE A5
Accuracy as Perceived by Ratee`s
Item Mean Standard
Deviation
Response category(a)
My performance rating is based on how well I do my work. 2.17 1.02 A My performance rating reflects how much work I do. 2.63 1.09 NA My performance rating is based on the many things I do that
help at work.
2.45 1.10 A
My most recent performance rating is based on the effort I put into the job
2.29 1.03 A
The most recent performance rating I received is based on the many things I am responsible for at work.
2.16 1.01 A
Overall score 2.34 0.84 A
a, Response Category: SA = Strongly Agree (1.50 or less); A = Agree (1.51 – 2.50); NA = Neither Agree nor Disagree (2.51 – 3.49); D = Disagree (3.50 – 4.49); and, SD = Strongly Disagree (4.5 or greater).
TABLE A6
Accuracy as Perceived by Rater`s
Item Mean Standard
Deviation
Response category(a)
My performance rating is based on how well I do my work. 1.91 0.54 A My performance rating is based on the many things I do that
help at work. 1.82 0.40 A
My most recent performance rating is based on the effort I
put into the job 2.09 0.94 A
The most recent performance rating I received is based on
the many things I am responsible for at work. 1.82 0.40 A
Overall score 1.91 0.49 A
TABLE A7
Summary of Perceptions of Concern over Rating of Employees of FHCN
Item Mean Standard
Deviation
Response category(a)
My rater gives me the rating that I earn even when it might
upset me. 2.20 1.06 A
My rating is not the result of my rater trying to avoid bad
feelings among his or her employees 2.48 1.04 A
The rating I get is a result of my rater applying
performance-rating standards consistently across employees 2.41 1.05 A The performance rating I get is not higher than one I should
earn based on my effort and contributions 2.35 1.14 A
My performance appraisal is based on the quality and
quantity of my work and not my personality or position 2.25 1.12 A The performance appraisal I receive is not influenced by
personal preference 2.12 0.99 A
Overall score 2.30 0.69 A
a, Response Category: SA = Strongly Agree (1.50 or less); A = Agree (1.51 – 2.50); NA = Neither Agree nor Disagree (2.51 – 3.49); D = Disagree (3.50 – 4.49); and, SD = Strongly Disagree (4.5 or greater).
TABLE A8
Summary for perceptions of concern over ratings of Raters at FHCN
Item Mean Standard
Deviation
Response category(a)
I give my employees the rating that they earn even when it
might upset them. 1.45 0.52 SA
The rating is not the result of me trying to avoid bad feelings
among my employees 1.73 1.01 A
The rating is a result of me applying performance-rating
standards consistently across employees 2.36 0.67 A
The performance rating I give are not higher than one should
earn based on effort and contributions 1.73 0.79 A
The performance appraisal is based on the quality and quantity of employees work and not on personality or position
2.18 0.87 A
The performance appraisal I give are not influenced by
personal preference 1.45 0.52 SA
a, Response Category: SA = Strongly Agree (1.50 or less); A = Agree (1.51 – 2.50); NA = Neither Agree nor Disagree (2.51 – 3.49); D = Disagree (3.50 – 4.49); and, SD = Strongly Disagree (4.5 or greater).
TABLE A9
Summary of Perceptions of Setting Performance Expectations of Employees of FHCN.
Item Mean Standard
Deviation
Response category(a)
The appraisal system requires that performance expectations be set for me at the start of a rating period.
3.26 1.20 NA
The appraisal system makes sure that my performance expectations measure what I really do for the organization.
3.30 1.08 NA
The performance expectations reflect the most important factors in my job.
3.00 1.15 NA
The appraisal system allows me to help set the standards that my supervisor will use to rate my performance.
2.88 1.12 NA
My performance standards set in the A Planning Session can be changed if what I do at work changes
2.90 1.13 NA
My performance standards set for me will remain the same until my rater and I change them.
2.61 .96 NA
Overall score 2.98 .86 NA
a, Response Category: SA = Strongly Agree (1.50 or less); A = Agree (1.51 – 2.50); NA = Neither Agree nor Disagree (2.51 – 3.49); D = Disagree (3.50 – 4.49); and, SD = Strongly Disagree (4.5 or greater).
TABLE A10
Summary of Perceptions of Rater Confidence of Employees of FHCN
Item Mean Standard
Deviation
Response category(a)
FHCN makes sure that I am assigned a rater who is qualified to evaluate my performance
2.44 1.18 A
FHCN ensures that I am assigned a rater who knows what I am supposed to be doing
2.33 1.13 A
FHCN makes sure that I am assigned a rater who understands the requirements and difficulties of my work.
2.40 1.24 A
My organization makes sure that my rater is familiar with the PPR rating procedures and rating format
2.20 1.11 A
FHCN makes sure that I am assigned a rater that knows how to evaluate my performance
2.33 1.15 A
Overall score 2.34 1.07 A
TABLE A11
Summary of Items Representing Perceptions of Seeking Appeals of Employees of FHCN
Item Mean Standard
Deviation
Response category(a)
I have ways to appeal a performance rating that I think is biased or inaccurate.
2.02 1.00 A
I know I can get a fair review of my performance rating if I request one.
2.60 1.03 NA
I can challenge a performance rating if I think it is unfair. 2.05 0.91 A I am comfortable in communicating my feelings of
disagreement about my rating to my supervisor
2.30 1.08 A
A process to appeal a rating is available to me anytime I may need it.
2.24 0.99 A
My performance rating can be changed if I can show that it is incorrect or unfair.
2.47 1.06 A
Overall score 2.28 0.81 A
a, Response Category: SA = Strongly Agree (1.50 or less); A = Agree (1.51 – 2.50); NA = Neither Agree nor Disagree (2.51 – 3.49); D = Disagree (3.50 – 4.49); and, SD = Strongly Disagree (4.5 or greater).
TABLE A12
Summary of Perceptions of Accuracy of Rating of Employees at FHCN
Item Mean Standard
Deviation
Response category(a)
My performance rating is based on how well I do my work. 2.17 1.02 A My performance rating reflects how much work I do. 2.63 1.09 NA My performance rating is based on the many things I do that
help at work.
2.45 1.10 A
My most recent performance rating is based on the effort I put into the job
2.29 1.03 A
The most recent performance rating I received is based on the many things I am responsible for at work.
2.16 1.01 A
Overall score 2.34 0.84 A
TABLE A13
Summary of Perceptions of Concern over Rating of Employees of FHCN
Item Mean Standard
Deviation
Response category(a)
My rater gives me the rating that I earn even when it might
upset me. 2.20 1.06 A
My rating is not the result of my rater trying to avoid bad
feelings among his or her employees 2.48 1.04 A
The rating I get is a result of my rater applying
performance-rating standards consistently across employees 2.41 1.05 A The performance rating I get is not higher than one I should
earn based on my effort and contributions 2.35 1.14 A
My performance appraisal is based on the quality and quantity
of my work and not my personality or position 2.25 1.12 A The performance appraisal I receive is not influenced by
personal preference 2.12 0.99 A
Overall score 2.30 0.69 A
a, Response Category: SA = Strongly Agree (1.50 or less); A = Agree (1.51 – 2.50); NA = Neither Agree nor Disagree (2.51 – 3.49); D = Disagree (3.50 – 4.49); and, SD = Strongly Disagree (4.5 or greater).
TABLE A14
Summary of Perceptions of Clarifying Expectations of Employees of FHCN
Item Mean Standard
Deviation
Response category(a)
My rater clearly explains to me what he or she expects for my performance.
1.93 .93 A
My rater clearly explains to me the standards that will be used to evaluate my work.
2.08 1.04 A
My rater explains how I can improve my performance. 2.28 1.03 A My rater gives me a chance to question how I should meet my
performance expectations
2.27 1.01 A
My rater regularly explains to me what he or she expects of my performance.
2.70 1.24 NA
Overall score 2.25 .88 A
TABLE A15
Summary of Perceptions of Providing Feedback of Employees of FHCN
Item Mean Standard
Deviation
Response category(a)
My rater frequently lets me know how I am doing. 3.13 1.27 NA My rater routinely gives me information or help that I can use
to improve my performance
2.98 1.24 NA
My rater reviews my performance expectations from the Performance a Planning
3.31 1.40 NA
Session at least every three months in unofficial rating sessions.
3.19 1.33 NA
My rater lets me know how I can improve my performance 2.86 1.26 NA My rater routinely gives me feedback that is important to the
things I do at work.
3.10 1.27 NA
My rater reviews with me my progress towards my goals. 3.20 1.29 NA
Overall score 3.11 1.10 NA
a, Response Category: SA = Strongly Agree (1.50 or less); A = Agree (1.51 – 2.50); NA = Neither Agree nor Disagree (2.51 – 3.49); D = Disagree (3.50 – 4.49); and, SD = Strongly Disagree (4.5 or greater).
TABLE A16
Summary of Perceptions of Explaining Rating Decisions of Employees of FHCN
Item Mean Standard
Deviation
Response category(a)
My rater gives me clear and real examples to justify his or her rating of my work.
2.63 1.16 NA
My rater helps me to understand the process used to evaluate and rate my performance
2.55 1.14 NA
My rater takes the time to explain decisions that concern me. 2.23 1.03 A My rater lets me ask him or her questions about my
performance rating.
1.91 0.86 A
My rater helps me understand what I need to do to improve my performance
2.42 1.04 A
Overall score 2.35 0.92 A
a, Response Category: SA = Strongly Agree (1.50 or less); A = Agree (1.51 – 2.50); NA = Neither Agree nor Disagree (2.51 – 3.49); D = Disagree (3.50 – 4.49); and, SD = Strongly Disagree (4.5 or greater).
TABLE A17
Summary of Perceptions of Respect in Supervision of Employees of FHCN
My rater treats me with respect. 1.78 0.95 A
My rater is courteous to me 1.72 0.86 A
Overall score 1.77 0.70 A
a, Response Category: SA = Strongly Agree (1.50 or less); A = Agree (1.51 – 2.50); NA = Neither Agree nor Disagree (2.51 – 3.49); D = Disagree (3.50 – 4.49); and, SD = Strongly Disagree (4.5 or greater).
TABLE A18
Summary of Perceptions of Sensitivity in Supervision of Employees of FHCN
Item Mean Standard
Deviation
Response category(a)
My rater does not invade my privacy. 1.71 0.97 A
My rater does not make hurtful statements to me. 1.68 0.97 A
My supervisor is sensitive to my feelings. 2.02 1.01 A
My supervisor shows concern for my rights as an employee. 2.09 1.00 A
My supervisor treats me with kindness 1.62 0.80 A
Overall score 1.83 0.74 A
a, Response Category: SA = Strongly Agree (1.50 or less); A = Agree (1.51 – 2.50); NA = Neither Agree nor Disagree (2.51 – 3.49); D = Disagree (3.50 – 4.49); and, SD = Strongly Disagree (4.5 or greater).
TABLE A20
Summary for perceptions of Importance of Appraisal Scales of Raters at FHCN
Item Mean Standard
Deviation
Response category(a)
It is clear to me why appraisal are executed at FHCN 2.00 0.77 A FHCN has given me insights in to the importance of appraisal 2.00 0.63 A Correct appraisals are important for the organization 2.18 0.87 A Management of FHCN carries out the message of the
importance of correct appraisal 2.73 0.79 NA
I am satisfied with the way my supervisor does my own
appraisal 2.40 0.97 A
My supervisor sets the right example for good appraisal 2.64 1.12 NA The performance evaluation process is monitored by upper
management/Human Resources 2.00 0.63 A
My next level supervisor (my supervisor’s supervisor) plays a
role in my performance evaluation 2.55 1.04 NA
Overall score 2.31 0.69 A
TABLE A21
Summary for perceptions of Utility of the Appraisal System of Raters at FHCN
Item Mean Standard
Deviation
Response category(a)
The existing appraisal form is too complex 2.55 1.21 NA
The existing appraisal form to too long 2.36 1.12 NA
The appraisal gives me quality information on the performance of employees.
3.00 1.26 NA
The appraisal gives me insights in employee performance I would not have without the system
3.64 1.12 D
The appraisals cost too much time, through which other task have to suffer (Reversed coded)
3.36 0.92 NA
Overall score 2.98 0.98 NA
a, Response Category: SA = Strongly Agree (1.50 or less); A = Agree (1.51 – 2.50); NA = Neither Agree nor Disagree (2.51 – 3.49); D = Disagree (3.50 – 4.49); and, SD = Strongly Disagree (4.5 or greater).
TABLE A22
Summary for perceptions of Employee Acceptance of Raters at FHCN
Item Mean Standard
Deviation
Response category(a)
Employees Accept de rating of the appraisal as determined by
me. 1.82 .60 A
Employees perceive the rating determined by me as fair. 1.90 .54 A Employees perceive the used rating method as fair 2.60 .70 NA
Overall score 2.15 .52 A
