Procedural Justice Scale

Was honest and ethical in dealing with you.

Gave you an opportunity to express your side.

Used consistent standards in evaluating your performance.

Considered your views regarding your performance.

Gave you feedback that helped you learn how well you were doing.

Was completely candid and frank with you.

Showed a real interest in trying to be fair.

Became thoroughly familiar with your performance.

Took into account factors beyond your control.

Got input from you before a recommendation.

Made clear what was expected of you.

Discussed plans or objectives to improve your performance.

Review, with your supervisor, objectives for improvement.

With your supervisor, resolve difficulties about your duties and responsibilities.

Obtained accurate information about your performance.

Found out how well you thought you were doing your job.

Asked for your ideas on what you could do to improve company performance.

Find out why you got the size of raise that you did.

Make an appeal about the size of a raise.

Express your feelings to your supervisor about salary decisions.

Discuss, with your supervisor, how your performance was evaluated.

Develop, with your supervisor, an action plan for future performance.

Frequently observed your performance.