Year End: Employee Self-Assessment

Why is the Self-Review so Important?

  • It's your chance to showcase your accomplishments.
  • You can remind your manager about the great things you have done during the review period.
  • Mentioning what you see as your weaknesses lets your manager know that you will be open to feedback.
  • It is an opportunity for you to be an active participant in the process and to take responsibility for your own professional development plan.
  • It helps you organize your thought in preparation for the conversation with your manager.

Preparing for Your Self-Review and Year End Conversation

  • Review any performance related documentation you have collected over the year.
  • Review any feedback from others relevant to your performance.
  • Review your job description and your goals. Make a list of your accomplishments for the year.
  • Review the competencies for your position. Make a list of your strengths or areas in which you would like to improve.
  • Review the Performance Rating Definitions

Definition of Ratings

Exceptional Performer - Far exceeds all expectations. Serves as role model in nearly all aspects of job performance, achieving highest levels of performance in both what was achieved and how results were achieved.
Exceeds Expectations - Consistently exceeds majority of expectations. May be role model in several areas.
Strong Performer - Consistently meets all expectations. May exceed expectations in focused areas.
Growth Needed in Some Areas - Meets expectations in most areas. Development needed in some areas.
Improvement Required - Does not meet expectations

The Self-Review

  • Rate yourself as honestly as you can on each goal and competency.
  • Give your justification for the rating in the goal or competency overall comment area with examples.
  • Use the overall comment to list other important accomplishments that are not included in the goal or competency sections.
  • Suggest areas for improvement and ways in which you might develop in those areas.

Preparation for the End of Year Conversation

  • Prepare your approach - try to predict what your manager might say. Rehearse responses to anticipated feedback.
  • Write down questions you want to ask your manager.
  • Be prepared to talk about your performance. What do you do well? What could you improve? What would you like to learn? What do you need from your supervisor to be successful?

The Year End Conversation

  • Be an active participant in the conversation.
  • Tell your manager that you want to know how you are doing. Ask what went well and what areas need improvement.
  • Make sure that you understand what is expected of you for the coming year.
  • Discuss your development interests or activities for the year.

Receiving Feedback

  • Think of feedback as a useful tool for your personal and professional development.
  • Don't take criticism personally. Accept praise graciously.
  • Listen and avoid being defensive.
  • Stay focused - don't interrupt.
  • Ask questions for clarification. Paraphrase your understanding of what you heard.
  • Take notes