Social psychological research on attitude/belief similarity points to perceived similarity between people as leading to greater attraction and more favorable evaluations. When applied to the area of performance evaluations, organizational research on raters and ratees has focused primarily on the characteristics of the participants of the evaluation process, and not on their similarities or interaction. To examine the relationship between rater and ratee demographic and work-related characteristics and their interaction on performance ratings, correction officer supervisors and their staff completed a survey which measured demographic and work-related information, attitude and belief similarity, and perceptions of supervisor-officer work relations. Three months later, subjects completed a second survey measuring supervisor and peer ratings of the performance of a focal officer. Complete information was obtained from 26 supervisors and 26 coworkers, matched with 26 focal officers. The results showed that both individual characteristics and the interaction of rater and ratee characteristics and attitudes had a significant effect on performance ratings. Some findings for rater-ratee interactive effects suggest that rater-ratee differences, and the direction of the differences may be more strongly related to performance ratings than are similarities between the rater and the ratee. (NRB)