Saturday, July 29, 2017

How do I write my own performance review

How do I write my own performance review

To evaluate your own performance, you start with a statement of expectations for your position, and then also have in front of you a statement of expectations for the position you want to show you are ready for.

Now, provide details that demonstrate that you have met all expectations, demonstrate that you have gone beyond the limits of your job description in the direction of the job you want.

Demonstrate that you have done whatever is needed to prepare yourself for that advancement, courses, mentoring, etc.

A big one... haveyou been helping other staff members to prepare to fill your shoes? You may not be promotable if your job will not be filled. You may be held back if you are not seen as a mentor to others, seen by other people, not just yourself.

If you demonstrate that those you have been mentoring have made good progress, you might think that this would be promoting them instead of yourself, but management is looking for those who can and will get others to perform better.

If there have been any complaints that come back to you, you should acknowledge them and identify what you have done to reduce or eliminate them. Avoid finding fault with others in this exercise. Part of the process is to show that you are getting the problem fixed, even if it means helping someone else to do better. In fact, demonstrating that you are negotiating to get problems fixed is a big plus.

Annual Performance Review

A performance evaluation is an integral aspect of any organization. Assessing the skill set of every person and the functioning of the organization is vital for its growth, and to help create the proper expectations for the company in regards to future raises and management potential. It helps employees to understand the meanings behind common phrases for performance evaluations to help create common ground between the employee and the company.

Annual Performance Review?

If you're writing your own performance review it seems to me your supervisor isn't doing much or just doesn't have much of a job to do and is probably goofing off more than anything else. My recommendation would be to show where you excel with FACTS, for example how many items you sell, produce or place on the floor, based on whatever turnover of products and how it relates to the company profits. Do your efforts bring in more money ? Sure, they'd have to otherwise you wouldn't be working -- so give yourself a pat on the back -- and make sure you put that in your performance review.

Additionally, how much supervision do you do ? How many people, what do they do and do you schedule work for them or do their timesheets for them ? Any supervision means you are doing supervisory work - show it !

Also, what initiatives have you done or are you currently doing ? Do you put up posters to help market products and advertise your company's wares ? Have you helped in finding new products and services that your company has offered ? Put that in your reviews as well.

There are probably a lot more things you haven't thought of, just have a think while you're driving home sometime and you'll come up with a slew of things YOU have done that are worthy of an excellent review !!!

By-the-way, if you get a bad APR, don't stress about it, it WON'T follow you to your next job. Most of the time performance reviews are nothing more than TPS Reports and mean little other than to impress management and make them think they're accomplishing something they're not...Performance reports are in fact a BIG waste of money in a LOT of cases. I'd rather be earning money actually doing work that writing some inflated report that doesn't really express what a person is really worth to the company in reality...

How can a company judge a person based on something someone else with a twisted sense of reality wrote -- If I were your manager I'd want to actually SEE what you do and judge it for myself than read it from someone with a B.S. in English and grammatical studies.

No comments:

Post a Comment