A semantic differential instrument of four scales was used to evaluate employees' and supervisors' attitudes toward a differentiated performance appraisal training process. The sample included 237 employees and 83 supervisors in the Health Resources Administration of the U.S. Department of Health and Human Services. The study found the instrument to be highly reliable and determined that possible personal biases and hostilities between federal employees and supervisors did not interfere with the process of establishing performance standards. The results further indicated a high degree of agreement between employees and supervisors concerning the determination of performance standards. (Author/PGD)