Abstract
The purpose of this study was to test the assumption that the utilisation of competency-based, multi-dimensional, multiple-rater performance ratings would result in reliable and useful measurements of the performance of managers (N=200) in a specific South African organisation. Reliability coefficients were computed and factor analysis were undertaken to determine the reliability of the ratings. The results indicated high inter-method reliability and low inter-rater reliability. Although the competency- based, multi-dimensional, multiple-rater approach appeared to have facilitated valuable input towards the assessment process a greater degree of reliability, validity and usefulness was not necessarily achieved. Implications of these findings are discussed.