Previous research on performance evaluation systems has failed to take into account user acceptance. Employee acceptance of a behaviorally-based performance appraisal system was assessed in a field experiment contrasting user preference for Behavioral Expectations Scales (BES) versus Behavioral Observation Scales (BOS). Non-union sales associates (N=240) of a retail chain were rated by either the BOS or BES appraisal form. Following the performance rating, managers conducted a formal performance review with each sales associate, focusing on reinforcement for engaging in effective job behaviors and setting specific behavioral goals. Sixty-nine percent of the employees (N=165) then completed a questionnaire about the rating form and the performance review session. No significant differences were found between format conditions for self-ratings of goal specificity, participation in goal setting, or perceived goal difficulty. However significant differences in perceptions of fairness and utility were found as well as evidence suggesting greater self-perceptions of motivation and goal acceptance when appraisals were conducted with the BOS rating format. (JAC)