Prior research has shown that frame-of-reference training increases the accuracy of performance appraisals more than rater error training (e.g. Hedge & Kavanaugh, 1988). Frame-of-reference training facilitates the learning of accurate performance standards (e.g. Athey & McIntyre, 1987), while rater error training results in the introduction of biased response sets (e.g. Bernardin & Fence, 1980). Bernardin and Buckley (1981) recommended that individuals who possessed an idiosyncratic rating style or aptitude would benefit especially from frame-of-reference training. However, no research to date has investigated the interaction of rating style and frame-of-reference training effects. The hypothesis of the present study was that rating accuracy and reliability would improve for idiosyncratic raters in frame-of-reference training, while the effective rating style of normative raters would not change. Further, rater error training should impair normative raters’ accuracy and reliability, while it should not affect the ineffective rating style of idiosyncratic raters. However, the results of this study failed to show the rating aptitude-training-time interaction with accuracy. Some support was found for a rating aptitude-training-time interaction with reliability as a result of rater error training. This study replicated previous findings that frame-of-reference training increased rating accuracy and reliability. Frame-of-reference training improved the Cronbach (1955) measures of differential elevation, stereotype accuracy, and differential accuracy. / Master of Science

Yes / Financial performance of insurance companies is captured by changes in rating grades. An insurer is susceptible to a rating transition which is a signal depicting current financial conditions. We employ Rating Transition Matrices (RTM) to analyse these transitions. Within this context, credit quality can either improve, remain stable or deteriorate as reflected by a rating upgrade or downgrade. We investigate rating trends and forecast rating transitions for UK insurers. We also provide insights into the effects of the global financial crisis on financial performance of UK insurance companies, as reflected by rating changes. Our analysis shows a significant degree of rating changes, as reflected by rating fluctuations in rating matrices. We conclude that insurers with higher (better) rating grades depict rating stability over the long-run. An unexpected but interested finding shows that insurers with good rating grades are nevertheless susceptible to rating fluctuations. General insurers are more likely to be rated and they demonstrate higher levels of rating grade variations over the period studied. Using comparative rating transition matrices, we find more variations in rating movements in the post-financial crisis period. We also conclude that general insurers reflect less stable rating outlooks compared to life and general insurers.

For years, performance appraisal has posed serious problems for those in personnel-related fields; yet, most personnel professionals are unwilling to abandon the practice of formally evaluating job performance. Given this reluctance to discard performance appraisal, many organizations are faced with the task of choosing appraisal systems compatible with their idiosyncracies. This paper presents a model for use in the development of appraisal systems. The model proposes that the effectiveness of a given appraisal system can be predicted from employee attitudes toward parameters of this system, job analysis information, and characteristics of supervisors within the organization. This proposal was tested using job analysis information and attitude data from employees of the Geological Survey of the U.S. Department of the Interior. The appraisal system evaluated, Work Planning and Progress Review (WP&PR), was based upon goal-setting principles. Four studies explored the relationships described above. Study 1 examined the relationships between the quality of standards generated in WP&PR, attitudes toward parameters of this system, and the objectivity with which jobs could be measured. Study 2 questioned whether or not attitudes toward appraisal were the result of the existing appraisal system's effectiveness. Study 3 explored the relationship between attitudes toward appraisal and supervisory style as measured by the Leader Behavior Description Questionnaire (LBDQ), and Study 4 examined the relationship between supervisory style and the quality of performance standards generated in WP&PR. The model for selecting appraisal parameters was only partially supported by the data. Attitudes toward WP&PR were not significantly related to standards' quality or job objectivity. Job objectivity was, however, predictive of the quality of performance standards. change was unrelated to standards' In addition, attitude quality. Supervisory style was found to be related to attitudes toward an immediate supervisor as the source of appraisal; however, it was not related to standards' quality. Exploratory analyses using self-report measures of system effectiveness resulted in greater support of the model. Problems with criteria for measuring appraisal effectiveness and directions for future research / Doctor of Philosophy

The problem of this thesis is to develop a technique to evaluate administrative personnel practices in schools.

The purpose of this study is to determine which items on a personality rating scale are most valid in describing individuals who have been selected on the basis of social acceptance.

There is at present no way to tell what the correlations between personality self-rating scores and sociometric scores. One might suppose, as a rule of thumb, that such a correlation would be higher than .50 in most groups. This relationship, between sociometric scores and scores on personality self-rating scales, is the subject under investigation in the present study.

This thesis presents a new type of solar simulator and new measurement methods that allow for fast power rating of photovoltaic devices and for fast performance measurements for energy rating and energy yield predictions indoors under controlled, and more realistically simulated outdoor conditions. A novel indoor measurement system for photovoltaic device characterisation based on light emitting diodes (LEDs) as the light sources is described. The solar simulator is capable of reproducing spectral changes seen in natural sunlight, with its intricacies of variable air mass and weather conditions, to a better match than previously possible. Furthermore, it allows measurements under varying light intensity and device temperature. The prototype LED-based solar simulator developed is characterised and its measurement quality is analysed. The system achieves a class BAA solar simulator classification with a class B spectral match, class A light intensity uniformity and a class A temporal stability. It is the first system of its kind that meets the standards of a solar simulator in spectral match to the standard sunlight spectrum and in terms of minimum light intensity. An uncertainty analysis shows that calibration uncertainty for crystalline silicon solar cells is 5% in maximum power with a 95.45% level of confidence. Recommendations for further versions of the solar simulator are given and show potential of reducing this uncertainty down to 2.9% across all measurement spectra (1.8% with a primary calibrated reference cell). A new method for automated power-rating of single- and multi-junction devices is developed. The method uses a unique spectral response measurement and fitting method. It eliminates the need of external measurement equipment for determining spectral response. A simulated characterisation of an amorphous silicon single- and double-junction solar cell show accuracy of better than 0.5% in maximum power. First measurements on the LED-based solar simulator show a measurement error of 4.5% in maximum power, which is due to a lack of measurement feedback of spectral output and measurement irradiance. The first three-dimensional performance matrix for use in photovoltaic energy rating is reported, utilising the LED-based solar simulator. Device characteristics are measured indoors under varying irradiance, temperature and spectrum. A measurement method is detailed and utilised on a crystalline and amorphous silicon solar cell. It allows for the first time a direct investigation of spectral effects on photovoltaic devices under controlled conditions. Results show that amorphous silicon devices are very sensitive to changes in spectrum. Thus, spectral effects should not be neglected in energy yield predictions for such devices.

The purpose of this study was to identify and analyze sales people's perceptions of performance appraisal criteria in a telecommunications corporation. The study was prompted by the perceived disillusionment of the sales people with the current performance appraisal criteria. The perceptions of 67 sales people were assessed using a questionnaire developed by the researcher. One-way analysis of variance procedures (ANOVA) were used to determine if there were statistically significant differences in premise and telemarketing sales people's perceptions of performance appraisal criteria. Findings indicated that there were no statistically significant difference in premise and telemarketing sales people's perceptions of the 38 performance appraisal criteria statements. Findings did not indicate a statistically significant difference in premise and telemarketing sales people's perceptions of the performance criteria statements, the attitude or satisfaction statements, and the peripheral issue statements. Based on this study, the sales people appear to have clear perceptions of the performance appraisal criteria.

This paper introduces a model framework for dynamic credit rating processes. Our framework aggregates ordinal rating information stemming from a variety of rating sources. The dynamic of the consensus rating captures systematic as well as idiosyncratic changes. In addition, our framework allows to validate the different rating sources by analyzing the mean/variance structure of the rating deviations. In an empirical study for the iTraxx Europe companies rated by the big three external rating agencies we use Bayesian techniques to estimate the consensus ratings for these companies. The advantages are illustrated by comparing our dynamic rating model to a naive benchmark model. (authors' abstract)

Considering the vita an important vehicle for self-presentation in the process of applying for post-secondary academic positions, this study examined how vita contents are valued by readers of vitae in different academic disciplines.