Setting Performance Expectations
1 The PPR (Performance Planning and Review System) process requires that performance expectations be set for me during a Planning Session at the start of a rating period.
2 The PPR process makes sure that my performance expectations measure what I do for the organization.
3 The expectations set during the Performance Planning Session reflect the most important factors in my job.
4 The PPR process allows me to help set the standards that my supervisor will use to rate my performance.
5 My performance standards set in the A Planning Session can be changed if what I do at work changes.
6 My performance standards set for me during the Planning Session will remain the same until my rater and I change them
Rater Confidence Rater Confidence
7 My organization makes sure that I am assigned a rater who is qualified to evaluate my work.
8 My organization ensures that I am assigned a rater who knows what I am supposed to be doing.
9 My organization makes sure that I am assigned a rater who understands the requirements and difficulties of my work.
10 My organization makes sure that my rater is familiar with the PPR rating procedures and rating format.
11 My organization makes sure that I am assigned a rater that knows how to evaluate my performance.
Seeking Appeals Seeking Appeals
12 I have ways to appeal a performance rating that I think is biased or inaccurate.
13 I know I can get a fair review of my performance rating if I request one
14 I can challenge a performance rating if I think it is unfair.
15 I am comfortable in communicating my feelings of disagreement about my rating to my supervisor.
16 A process to appeal a rating is available to me anytime I may need it.
17 My performance rating can be changed if I can show that it is incorrect or unfair.
Accuracy of Ratings Accuracy of Ratings
18
My performance rating is based on how well I do my work. am responsible for at work.
19 My performance rating reflects how much work I do.
20 My performance rating is based on the many things I do that help at work.
21 My most recent performance rating is based on the effort I put into the job.
22 The most recent performance rating I received is based on the many things I am responsible for at work.
Concern over Ratings Concern over Ratings
23 My rater gives me the rating that I earn even when it might upset me.
24 My rating is not the result of my rater trying to avoid bad feelings among his or her employees.
25 The rating I get is a result of my rater applying performance-rating standards consistently across employees.
26 The performance rating I get is not higher than one I should earn based on my effort and contributions.
27 My performance appraisal is based on the quality and quantity of my work and not my personality or position.
28 Supervisors give performance ratings that reflect, in part, their likes or dislike of employees.
29 Supervisors give the same ratings to all their subordinates to avoid resentment and rivalries among them.
Respect in Supervision Respect in Supervision
30 My rater is rarely rude to me.
31 My rater is almost always polite.
32 My rater treats me with dignity.
33 My rater treats me with respect.
34 My rater is courteous to me.
Sensitivity in Supervision Sensitivity in Supervision
35 My rater does not invade my privacy.
36 My rater does not make hurtful statements to me.
37 My supervisor is sensitive to my feelings.
38 My supervisor shows concern for my rights as an employee.
39 My supervisor treats me with kindness.
Clarifying Expectations and Standards Clarifying Expectations and Standards
40 My rater clearly explains to me what he or she expects for my performance.
41 My rater clearly explains to me the standards that will be used to evaluate my work.
42 My rater explains how I can improve my performance.
43 My rater gives me a chance to question how I should meet my performance expectations.
44 My rater regularly explains to me what he or she expects of my performance.
45 As a result of the Performance Planning Session, I better understand my supervisor’s expectations of my performance.
Providing Feedback Providing Feedback
46 My rater frequently lets me know how I am doing.
47 My rater reviews my performance expectations from the Performance a Planning Session at least every three months in unofficial rating sessions.
48 My rater routinely gives me information or help that I can use to improve my performance.
49 My rater lets me know how I can improve my performance.
50 My rater routinely gives me feedback that is important to the things I do at work.
51 My rater reviews with me my progress towards my goals.
Explaining Rating Decisions Explaining Rating Decisions
52 My rater gives me clear and real examples to justify his or her rating of my work.
53 My rater helps me to understand the process used to evaluate and rate my Performance.
54 My rater takes the time to explain decisions that concern me.
55 My rater lets me ask him or her questions about my performance rating.
56 My rater helps me understand what I need to do to improve my performance.