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Association of Employee Attributes and Exceptional Performance Rating at a National Center of the U.S. Centers for Disease Control and Prevention, 2011
Filetype[PDF - 225.78 KB]


Details:
  • Pubmed ID:
    25271386
  • Pubmed Central ID:
    PMC4600347
  • Funding:
    CC999999/Intramural CDC HHS/United States
  • Document Type:
  • Collection(s):
  • Description:
    Context

    Employee performance evaluation motivates and rewards exceptional individual performance that advances the achievement of organizational goals. CDC and its operating units evaluate employee performance annually and reward exceptional performance with a cash award or quality step increase in pay. A summary performance rating (SPR) of “exceptional” indicated personal achievements in 2011 that were beyond expectations described in the employee's performance plan.

    Objective

    To determine if personal attributes and job setting of civil service employees were associated with an exceptional SPR in NCHHSTP in 2011.

    Design

    Data from the CDC 2011 performance management database collected in 2012 were analyzed in 2013 to identify SPR, personal attributes, job-settings of full-time civil service employees. Multivariate logistic regression controlled for confounding and stratified analysis detected effect modifiers of the association between receiving an exceptional SPR in 2011 and gender, race/ethnicity, education, job location, job series, grade level, years in grade, years of federal service, supervisory role, and NCHHSTP division.

    Results

    Among the 1,037 employees, exceptional SPR was independently associated with: female gender (aOR: 1.7 [1.3,2.3]), advanced degrees (Doctorate: 1.7 [1.1,2.5]) Master's: 1.1, 2.0]), headquarters location (2.8 [1.9, 4.1]), higher pay grade (3.3 [2.4,4.5]) and years in grade (0-1yrs: 1.7 [1.3,2.4]; 2-4yrs: 1.5 [1.1,2.0]), division level (Division A: 5.0 [2.5,9.9]; Division B: 5.5 [3.5, 8.8]), and supervisory status (at a lower pay grade) (OR: 3.7 [1.1, 11.3]).

    Conclusions

    Exceptional SPR is independently associated with personal employee attributes and job-settings that are not modifiable by interventions designed to improve employee performance based on accomplishments.