Writing annual performance review
In this post, you can ref useful information about writing annual performance review. You can ref more materials for writing annual performance review such as: performance review methods, performance review forms… at the end of this post.
I. Contents of writing annual performance review
It is important for you, as an employee, to annually assess and highlight your accomplishments made on the job. This reminds your employer of your contributions and reinforces the company’s need for you to be there. It is also an opportunity to justify a request for a pay raise.
Preparing for your self-evaluation involves taking time to reflect. It is important to be honest when filling out your evaluation. There is always room for improvement – even for the best workers.
Writing a self-appraisal for your annual performance review requires a careful and introspective look at your job performance for the previous year, examination of your skills related to the essential functions of your job, and an understanding of your employer’s performance appraisal system.
Employers and employees benefit from employee self-appraisals. Self-appraisals lend themselves to open dialogue between employees and their managers about job performance and introduce objectivity to the appraisal process.
Reflect on the last year
This is an opportunity to look back on the last year and see all that you have accomplished and what you are hoping to accomplish. You can review performance from your perspective and talk about it openly with your supervisor. Some employees keep a journal throughout the year to keep track of specific items, questions or comments to address for the evaluation.
Claiming bragging rights is acceptable, but you must keep in mind the company culture when doing so. Most organisations view success as the result of a team effort rather than an individual accomplishment. Highlight the accomplishments, benchmarks and goals you reached for the year and how training helped you to achieve those goals. Avoid being overly critical. Maintain open conversation.
Assess your job
Review your job description, any personal documents – such as congratulatory letters, commendations and awards related to your performance, as well as previous performance appraisals. If this is your first year with the organisation, review your performance appraisal from your previous job to look at your transferrable skills and what you bring to your current employer. Write down your strengths and areas where you might need improvement. Compare your list of strengths and weaknesses to your written job description.
List each of your job duties and responsibilities, leaving space between each one to write about your performance in every area. As objectively as possible, describe your performance for each job duty and responsibility. Use this opportunity to express confidence in your abilities and your contributions to the company.
Don’t simply state that you think you’re doing a good job – describe the level of your performance, the steps you take to accomplish your tasks and how you attain high levels of performance standards. Conversely, if you believe you need development in certain areas, explain why, how and what type of training would benefit your performance.
Check your calendar
Look at your calendar for help in including all your accomplishments for the previous year. It’s sometimes hard to recall what you did 11 months ago, but if you maintain a personal and professional calendar, it will be easy to construct a list of achievements throughout the year. Compose your self-appraisal as though you are updating your resume.
The difference is you’re not trying to get an interview; you are qualifying your skills with definitive statements. Use wording such as: “Reduced legal costs by 15 per cent in third quarter; utilised previously acquired knowledge in legal services field to review overstated attorney’s fees.”
List your goals
Draft a statement about your short and long-term goals. Short-term goals may include learning a new type of technology; long-term goals could include finishing a degree or gaining certification in your field. Be specific about what your goals are and how you plan to achieve them. Develop what is called SMART goals: Specific, Measurable, Attainable, Relevant and Time-sensitive.
The University of Maine System gives the following advice to supervisors whose employees must identify goals: “The number of goals is not nearly as important as their quality. Two or three well thought out, specific goals that will have a positive impact on the employee and department can form a strong, appropriate performance plan.”
When you are emphasising accomplishments, it is also important to address shortcomings or areas that need an improvement. If there is a reason why you may not have met a deadline, then provide the reason. When you can, and in the same spirit displayed during an interview, spin negative attributes into positive ones. Provide examples of how you are improving or what your plans are to work on shortcomings in the future.
In the same way an employee prepares for a job interview, make sure you come to the meeting prepared with notes about areas you would like to discuss. Think about potential questions and topics your supervisor is going to ask and prepare your answers in advance. Be confident and prepared to give an answer about your strategy in achieving goals.
II. Useful materials for writing annual performance review
• 11 performance appraisal methods
• Top 28 performance appraisal forms
• 300+ performance review phrases
If you need more materials for performance review, please leave your comments.