Analysis

The Peer and Self-Rating Scale is used to evaluate both personal performance and the performance of others, usually in a social or professional context. This scale combines self-assessment with peer evaluation, allowing for a more comprehensive appraisal of an individual’s performance or characteristics.

Purpose

The purpose of the PSRS is to provide a multidimensional view of an individual’s performance or characteristics, to identify their strengths and weaknesses, and to enhance their self-awareness.

Calibration

The scale usually includes questions that ask the participant to evaluate themselves as well as the performance or characteristics of others. The questions are typically assessed using Likert scales or other quantitative measures.

References

Brutus, S., & Olsson, L. (1997). “The use of peer evaluations in personnel decisions.” Journal of Applied Psychology, 82(3), 456–466.
Day, D. V., & Schleicher, D. J. (2006). “Self-perceptions of performance and peer perceptions: A longitudinal study.” Journal of Applied Psychology, 91(3), 586–596.
Levy, P. E., & Williams, J. R. (2004). “The role of self and peer ratings in the assessment of job performance.” Journal of Organizational Behavior, 25(1), 43–59.
McCrae, R. R., & Costa, P. T. (1987). “Validation of the five-factor model of personality across instruments and observers.” Journal of Personality and Social Psychology, 52(1), 81–90.
Murphy, K. R., & Cleveland, J. N. (1995). Understanding performance appraisal: Social, organizational, and goal-based perspectives. Sage Publications.