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首页> 外文期刊>Journal of public health management and practice: JPHMP >Association of Employee Attributes and Exceptional Performance Rating at a National Center of the US Centers for Disease Control and Prevention, 2011
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Association of Employee Attributes and Exceptional Performance Rating at a National Center of the US Centers for Disease Control and Prevention, 2011

机译：美国疾病控制与预防中心国家中心的员工属性和出色绩效评级协会，2011年

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Context: Employee performance evaluation motivates and rewards exceptional individual performance that advances the achievement of organizational goals. The Centers for Disease Control and Prevention (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 whether personal attributes and job setting of civil service employees were associated with an exceptional SPR in National Center for HIV/AIDS, Viral Hepatitis, STD, and TB Prevention (NCHHSTP) in 2011. Design: Data from the CDC 2011 performance management database collected in 2012 were analyzed in 2013 to identify SPR, personal attributes, and 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 1037 employees, exceptional SPR was independently associated with: female gender (adjusted odds ratio: 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 (0-1 years: 1.7 [1.3, 2.4]; 2-4 years: 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) (odds ratio: 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.
机译：背景：员工绩效评估可以激励和奖励杰出的个人绩效，从而促进组织目标的实现。疾病控制与预防中心（CDC）及其运营单位每年对员工绩效进行评估，并通过现金奖励或提高工资质量来奖励出色的绩效。总体绩效等级（SPR）为“杰出”，表示2011年的个人成就超出了员工绩效计划中描述的期望。目的：确定2011年国家艾滋病毒/艾滋病，病毒性肝炎，性病和结核病预防中心（NCHHSTP）的特殊SPR是否与公务员的个人特征和工作环境有关。设计：2011年CDC数据2013年对2012年收集的管理数据库进行了分析，以识别全职公务员的SPR，个人属性和工作设置。通过多元逻辑回归分析进行混淆和分层分析，检测到2011年获得特殊SPR与性别，种族/族裔，教育，工作地点，工作系列，年级，年级，联邦服务年限，监督之间的关联的影响修正角色和NCHHSTP部门。结果：在1037名员工中，出色的SPR与以下因素独立相关：女性（调整后的优势比：1.7 [1.3，2.3]），高级学位（博士学位：1.7 [1.1，2.5]硕士学位：[1.1，2.0]），总部位置（2.8 [1.9，4.1]），较高薪级（3.3 [2.4，4.5]）和年级（0-1年：1.7 [1.3，2.4]; 2-4年：1.5 [1.1，2.0]） ，部门级别（部门A：5.0 [2.5、9.9];部门B：5.5 [3.5、8.8]）和监督状态（低薪级别）（赔率：3.7 [1.1、11.3]）。结论：卓越的SPR独立地与个人员工属性和工作设置相关联，而后者不能通过旨在根据成就提高员工绩效的干预措施来修改。

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