One of the essential elements of a performance management system is the annual performance appraisal. Some employers provide employees with an opportunity to self-evaluate. This practice facilitates two-way dialogue between employees and their supervisors and managers. According to Gaebler Resources for Entrepreneurs, many employers have discovered that employee self-evaluation takes the unpleasant surprises out of the review process. It also helps the employee focus on what has happened during the past year and goals for the coming year.
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Obtain copies of your job description and past performance appraisals. Your appraisals will contain performance standards for each of your job duties and responsibilities. Performance standards establish what level of performance is necessary to meet and exceed job expectations. Performance standards will also indicate performance that falls below your employer's expectations, suggesting your performance may be unsatisfactory in certain areas. Look carefully at the areas on which you will be evaluated and consider how you plan to respond to each area. Start this process in advance of the actual performance appraisal review meeting. This will give you time to prepare your materials, list your accomplishments throughout the year and make revisions as necessary.
Take inventory of your job duties and how well you've approached each one. It's important to show confidence in your performance, but don't embellish your accomplishments, because your supervisor can easily verify any overstatements or exaggerations. On the other hand, don't be too modest. If you supervisor's perception is that you're being too modest, she may reconsider her own evaluation of your performance. Worse, she may question whether you are ready for professional development activities to prepare you for the next step in your career with the organisation. Draft realistic responses that evaluate your performance as well as your ability to manage additional responsibility and authority.
Ask a close friend or spouse to be your supervisor in role-playing a mock appraisal meeting. This helps you establish a comfort level in which to share your self-evaluation. You want to be relaxed with an open mind for receiving constructive feedback from your supervisor. Be sure to include your development goals and devise a plan for achieving those goals. The best time to share your future goals is near the end of your appraisal meeting, before a recap of your self-review and your supervisor's appraisal combined. During the actual appraisal meeting, show interest in your supervisor's appraisal comments; you also don't want to be appear reluctant to ask for his clarification and engage in candid, two-way dialogue.
Revise your self-review based on the mock appraisal. One technique to consider is refining your first draft, and picking it up for another review after you spend a couple of days at work thinking about your job performance while you actually perform your duties. This may help jog your memory and prevent you from overlooking important details. Recalling performance from the previous year forward is difficult, and these tips will work to your benefit in constructing a review that impresses your supervisor by demonstrating the thought and work you put into your self-evaluation.
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