Monday, May 9, 2016

Is it common practice to write your own yearly performance review

Top Performance review
Performance review

I got an email from my boss asking me to write out my own review for this year. I've never heard of such a thing? We've never done this in the past. Should I butter it up a bit since I'm the author?

Best Answer:  Yes. It is a common practice in many firms. This is being asked for your perspective on your own work. Your boss will also have his/her own version. This will help you keep track of your own progress, set your goals objectives for the next review period. Of course, you boss usually has the prerogative make some changes to it. Keep a copy for yourself. It will be handy when you update your resume. Treat your boss and the firm as a customer. 

Take any feedback they give you as a customer feedback. Show them in your next review that you have taken their feedback seriously and made some changes. This will make a good impression. Of course, your objective is not to get good "grades." But to keep your customer happy and get paid, i.e. get a raise or promotion or both. 

Annual Performance Review Help

Top Performance Review 
Annual Performance Review

My company makes everyone fill out a personal performance questionnaire before their review. One questions regards what you feel are your strongest skills. Is there anything that Management likes to see in that column in particular, more than other things? I have lots of answers but they all seem mediocre. I want something that will make them think about rather than just skim over it. I want this to stick out. Thanks for your help!

Best Answer:  I'm an employment specialist and one of the things that employers look for when hiring a new employee is that they are a team player or work well with others. I would include anything that would demonstrate that you have contributed to the "team" or have done several task/projects that have added to the overall good of the business/organization. Just a hint for future reference and probably something that you already know and are doing but, set up a personal file for yourself. Put all your good stuff in there so that when your next review comes up you have all this great bragging material that will help you get that raise you deserve! 

I've received some negative comments on my yearly job performance review such as

Top Performance
that I don't answer e-mails in a timely fashion, don't ask enough questions or ask for extra work when I have nothing to do, and spend too much time doing non-work related things. I disagree with these comments as I answer what few emails I get immediately, I ask for extra work when I know I can be of help to someone, and I don't spend any more amount of time of non-work related things (internet) than any one else does (we sit in an open space so we can see what everyone is doing). I feel singled out for things I know for certain everyone else does. I have expressed this verbally, but don't know what to write in the employee comments section of the written review. Any suggestions as to how I can phrase my disagreement on some of the negative comments?

Best Answer: You don't want to say "I don't surf the net any more than John!" Not only does that sound childish, but it also formally calls attention to John's surfing habits - and he's not going to be happy about that.

Instead of just writing your disagreement on your review you ought to speak to the manager who wrote the evaluation. Discuss why (s)he thinks that you do not respond to emails in a timely fashion. Perhaps you get an email with a work request and immediately set out to do the task, but don't acknowledge that you've received the email and let the sender know when to expect results? Only the supervisor can tell you what fault he is finding with your communication, but speaking to him will show that you are taking steps to remedy the problem.

According to your post the performance review says that you do not ask for work when you have nothing to do, your defense is that you offer to help when you think that you'd be helpful. This isn't the same thing, it may just be the wording that you've used, but be aware of that.

In the employee comments section you should probably write something along the lines of "I feel that I have been a loyal and dedicated employee. I have helped to increase widget out-put by 95%[insert a particularly nice accomplishment from the last year.] I am surprised to see these negative comments. One of my goals for the next year is to turn these issues around so the boss and I see eye-to-eye on my duties and performance." And then set up quarterly meetings to see how you are living up to expectations.

You may find it beneficial to involve someone from HR or your boss's supervisor if you feel that you are being harassed or singled out. I would be cautious about that though - the boss won't like you going over his head. Your comments should raise a red flag to anyone who reviews your evaluation, and that may be enough for you. 

Should I respond to a negative performance review

Top Performance Review
Should I respond to a negative performance review

Absolutely. In your response be clear about your job. List your accomplishments. List improvements you have made, classes you have taken, any training. All of the responses should clearly be job related. Do not attack her in your response. I am a senior manager and have 50+ people reporting to me. It would be completely inappropriate to attack someone personally in a review. those reviews go to HR, make 2 copies of your reponse. send one to HR and keep one. I am surprised that your bosses boss allowed such a review to be published. 

Employee Entitled to Their Own Performance Review

Top Performance Review 
Employee Entitled to Their Own Performance Review 

Is the employee entitled to access their own performance review done by the manager? Or is it only for manager's eyes.

Best Answer:  A performance review is a report card on you during the past year,it should point out your strong points and also the areas where you need inprovement.I have never heard or seen of anyone receiving a performance report and not seeing it.I think that you are entitled to see it and if not why not.How are you suppose to improve if you are not aware of where improvement is needed. 

When having a performance review

Top Performance review 
When having a performance review 

Best Answer:  Tell them you look forward to spending the rest of your career with the company (I didn't say in your current position), and you are looking forward to greater challenges when they are ready for you step up.

make sure you reiterate their expectations for the position and ask what you can do different to make the position better (I know you said you don't see any improvements, but make sure that they don't have personal agendas for your position-and may open up how they would approach it). This question will set them up to tell you intangible goals that you can definitely document for your next review. Plus, getting some one Else's perspective can only help.

Let them know that you are open to constructive feed back in between reviews and you want to work toward being a leader with the companies growth and change. 

Administrative level performance goals examples

Top Performance Review
Administrative level performance goals

I'm an project office coordinator and work for a construction company. I do basic office work like, filing, processing time card, answering phones and basic office work.. I just got hired in April 07 and they are doing an annual performace review. I need some good performance and assignment goals that I can set for myself in present and future.

little about me.. I'm very organized, never late to work, alway's attention to detail, with respect and finish my work in a timely manner.

I just dont know what other goals I can set.. i feel i already do a good job.

But I know I cant say that..

Best Answer:  Often "performance reviews" are viewed in a "negative" thought. Managers often have more "negative" than "positive" points about your performance. These are used to allow your manager to express expectations and insure to take notes.

A "performance report" should be "positive" for you and for your manager to keep a successful business operating properly. Before your review take a moment to write down your accomplishments the past year. You need to indicate value you bring as to the businesses success. During the review have these "in hand".

Seldom in a "personnel file" are "positive" comments noted from corporate levels to small business. Job performance, in some cases, justify pay increases, promotion, bonus opportunities, etc. Some, not all, companies want to hire the very best employees but sometimes don't indicate "positive" notations in "files" to keep from increasing income the employee may expect.

Your "positive" initiative during the interview shows you are dedicated to success and you should be rewarded. The "performance review" gives you an indication on your overall value.

Good Luck and hopefully you have a wonderful "boss".