Many advantages and disadvantages can be taken from a performance appraisal. When looking at advantages of performance appraisal other than from the supervisor, one I like is when using an essay evaluation, I personally like this because it forces the employee to take the time to think and reflect about what their performance was like, and ways to be better, and ways to list things that they feel were real contributions to the job. It also provides rich detail about performance and it is a record unique to characteristics (PowerPoint presentation p. 15). However the disadvantages can be it requires the person completing the evaluation to have competent writing skills, because the supervisor reviewing it might have a hard time understanding it, if the person is weak in writing skills. I do feel this type of evaluation is best for people in education fields where more than likely having strong writing skills are more common. The essay evaluation can also be very subjective, as the employee might think more highly of themselves than actually projected, and this can be deflating when the supervisor doing the evaluation does not agree with what is said. This could also lead to friction and conflict between the employee and the supervisor. The other advantage of feedback on performance appraisal other than the supervisor I feel is beneficial is critical incidents. The advantage if this is that it gives specific evidence of positive and negative performance, I feel this is important because during evaluations the employee often times forgets when mistakes are made and this performance evaluation forces the employee to remember we are not all perfect and everybody makes mistakes. The disadvantages to this form of appraisal is it does require the supervisor to be very detailed in record keeping as the supervisor will have to keep documentation of all things good