This type of individualized arrangements may not after all be in the interests of the trade union (Ng/Maki 1994), which can be illustrated by the union opposition against the introduction of individual performance appraisals and rewards in for instance Norway (Røvik 1998) and France (Hegewisch/Larsen 1996). Our results do, however, contradict Ng/Maki’s findings that unions oppose the use of performance appraisal in general and particularly with regard to salary and promotion decisions, but unions do not oppose the use of appraisal results for developmental purposes.