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The study examines the effects of a wide array of rater-ratee relationship and rateecharacteristic variables on supervisor and peer job-performance ratings. Interpersonal ratings, job performance ratings, and ratee scores on ability, job knowledge, and technical proficiency were available for 493-631 first-tour U.S. Army soldiers. Results of supervisor and peer ratings-path models showed ratee ability, knowledge, and proficiency accounted for 13% of the variance in supervisor performance ratings and 7% for the peer ratings. Among the interpersonal variables, ratee dependability had the strongest effect for both models. Ratee friendliness and likability had little effect on the performance ratings. Inclusion of the interpersonal factors increased the variance accounted for in the ratings to 28% and 19%, respectively. Discussion focuses on the relative contribution of ratee technical and contextual performance to raters'judgments.Performance ratings continue to be the most often used criterion measure for personnel research applications (e.g., Murphy & Cleveland, 1991). Research on ratings also remains popular (e.g., Borman, 1991), with the motivation great to reduce rating errors and increase the accuracy of performance evaluations. Streams of research have included rating format studies (e.g., Bernardin, 1977), rater training initiatives (e.g., Pulakos, 1984;D. E. Smith, 1986), and cognitively oriented studies of the performance rating process (e.g.,

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