Employee Self Evaluation

The self-evaluation process is an important starting point for gathering input beyond that of the “Supervisor.” Employees are encouraged to complete a Self-Evaluation Form prior to their performance evaluation meeting with their supervisor. The self-evaluation process allows for increased employee involvement in assessing strengths and areas in need of improvement, to identify discrepancies of performance between the employee and supervisor, and to conduct a more constructive evaluation meeting, thus increasing commitment to performance planning. The process is an opportunity for employees to document their accomplishments, performance concerns and professional development activities for the given review period.

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Employee produces deliverables efficiently and with little direction and supervision. Also prides themselves in professionalism, strong work ethic, self-motivation, positive attitude and confidence.

Employee is trustworthy and reliable.

Employee possess and understanding of the set of responsibilities specific to their job, as well as the ongoing capacity to stay abreast of changes in their job functions.

Employee purposely engages with others and shares relative information that’s accurate and timely. Listens non-defensively to ideas, feedback and invites questions for deeper understanding.

Employee is aware of the effect their actions, behavior and choices have on others. Handles interpersonal relationships without overreacting or making emotional assumptions knowing healthy conflict can further great work.

Employee possess the ability to establish a clear vision and can share that vision with others to that they will follow willingly. Effectively provides relevant information, knowledge and methods to realize that vision while coordinating and balancing the conflicting interests of all stakeholders.

Employee builds trusting and engaging partnerships. Transparent and doesn’t shy away from real conversations. Finds ways to encourage and compliment team members.

Employee possess the ability to respond rapidly to changes in the internal and external environment without losing momentum or vision.

Goals and Objectives should be S.M.A.R.T., which means, goals should be specific, measurable, achievable, results-focused, and time-based. Click here to obtain definitions of each of the S.M.A.R.T. goal criteria.

The accomplishments section is an integral part of the performance appraisal process. It is the written narrative of the employees accomplishments as it relates to job responsibilities, competencies, goals and objectives, and other factors. It is informed by what the employee and supervisor have discussed regularly throughout the entire performance appraisal cycle. An opportunity and invitation:

• It is an opportunity to facilitate a discussion about employee performance over the last performance appraisal cycle.
• It is an opportunity for the employee to shine a light on what they have accomplished; be their own advocate.
• It invites the employee to be an engaged partner in discussion their performance and planning for future performance.