What are the primary reasons to use job descriptions in the creation of performance appraisal processes and rating forms? Support your position

What are the primary reasons to use job descriptions in the creation of performance appraisal processes and rating forms? Support your position
What are the advantages of supervisor training for employee appraisals? Should employees self-rate prior to the feedback meeting? Why or why not?
1. Increasing Performance Appraisal Effectiveness: Matching Task Types, Appraisal Process, and Rater Training.
Lee, C. (1985). Increasing performance appraisal effectiveness: Matching task types, appraisal process, and rater training. Academy of Management Review, 10, 322-331.
2. Overlooking Overkill? Beyond the 1-to-5 Rating Scale.
Kaiser, R. B., & Kaplan, R. (2005). Overlooking overkill? Beyond the 1-to-5 rating scale. Human Resource Planning, 28(3), 7-11.
3. Performance Appraisal: Verisimilitude Trumps Veracity.
Bowman, J. S. (1999). Performance appraisal: Verisimilitude trumps veracity. Public Personnel Management, 28, 557-576.
4. The Relative Importance of Task and Contextual Performance Dimensions to Supervisor Judgments of Overall Performance.
Johnson, J. W. (2001).The relative importance of task and contextual performance dimensions to supervisor judgments of overall performance. Journal of Applied Psychology, 86, 984-996.
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