Abstract: Firms and other institutions frequently evaluate their employees. Some firms ask for their employees to complete self-evaluation reports (SERs). The consensus in the business literature is that SERs are not credible and should only be used as a developmental tool. I discuss when SERs are useful and when they are not for a firm that wishes to reward only its good workers: SERs are useful when the job requires multidimensional skills or when the employees have private information about the quality of their evaluators; they are not useful when the job description is unidimensional.
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