Preparing for the Self-Assessment

Conducting a Self-Assessment

Self-Evaluation Form

A SELF-ASSESSMENT is an employee's evaluation of his or her own performance during the specified performance period.  The purpose of the Self-Assessment is to have the employee think about and give serious consideration to how he or she has performed in meeting meeting expectations.

For various reasons, many employees forgo the opportunity to conduct a Self-Assessment for the PRD process.  When doing so, the employee abdicates his/her right and responsibility to take an active role in the Midway Feedback session and the final Performance Review session.  Whether the employee agrees or disagrees with the supervisor about performance, the Self-Assesssment will always open channels of communication and play an important role in having a successful PRD process.

In conducting the Self-Assessment the employee uses a copy of the original (and/or amended) expectations that were set by the supervisor and employee at the beginning of the cycle.  This may be an electronic version of the expectations, a photocopied version of the PRD paperwork, and/or copy of the PRD form.  This completed self-appraisal, with notations designating it as the Employee's self-assessment, should be brought to the meeting with the supervisor.

The employee or supervisor may elect to complete a generic Self-Evaluation Form in lieu of the specific Self-Assessment.

In order to prepare for the Self-Assessment the employee will need the following items:

• A copy of the PRD Expectations    The employee should already have a copy of the PRD expectations the supervisor and employee used to set expectations at the beginning of the review period.  The employee should make a copy of the form to write comments and remarks while conducting the Self-Assessment.
• Documentation    The employee should gather all notes and records about performance that will serve as documentation for the review period.
• Time    The employee should allocate approximately one to two hours of time to look over the PRD, review any documentation he or she has maintained, think about performance, and complete a Self-Assessment.
• Quiet    The employee should conduct the Self-Assessment in a quiet place that will ensure no interruptions.  This will help ensure that the employee can devote full attention and reflection to overall performance.

• Relax    The employee should try to relax and reflect upon individual expectations, experiences, and incidents.  No one is perfect, and it is very likely that good and bad experiences will be recalled.  The purpose of the PRD process is to correct performance weaknesses and develop unused skills and abilities.  In order to do this the employee must be willing to recognize areas that need improvement or development.
• Review the Form and Expectations    The employee should read each selected performance factor, the definitions, and the "Meets Expectations" criteria that were determined by the supervisor and employee.  The employee should also recall any informal discussions that may have taken place about any of the expectations.
• Recall Performance    The employee should read and organize all notes and documentation related to the expectations on the PRD form.  The employee then should recall all aspects of performance that relate to each area or expectation.  The employee must be certain to consider performance for the entire review period, not just for the beginning or for the end of the period.
• Rate Performance    The employee must decide what performance level best illustrates his or her performance throughout the review period.  First, he or she should read the rating scale and the definitions located on the PRD form.  The employee then rates performance by placing a check in the appropriate box and writing a brief explanation of the reasons for the rating in the "Comments" section of the PRD form.  The employee should be very specific in writing down examples, illustrations, and instances that support the rating.  Specific measurements of employee performance that were set during the Expectation-Setting meeting are of particular importance in providing supporting documentation.
• Identify Development Needs    After completing an evaluation and rating for each area, the employee should turn to the last page of the PRD form and identify major strengths as well as areas for improvement.  Then the employee should identify any training programs, assignments, on-the-job activities, or everyday duties that can be adjusted to strengthen target areas of performance.
• Bring Form to Meeting    The employee should bring the completed Self-Assessment with cover sheet to the meeting to discuss with the supervisor.

Please complete the questions listed below and return to your supervisor prior to your performance evaluation.  As you complete the form, consider your own personal performance as it relates to your current job description and expectations for the review period.

1. Do you understand the requirements of your job?   Yes ___   No ___
If no, what aspects of your job need clarification?

2. List the expectations for the review period and assess how well you have succeeded in meeting
each expectation.  Attach a separate sheet if necessary.

3. What changes in duties or priorities did you face during the review period and how did you handle them?

4. What are your strengths (the things you do well) and how do you put them to use in your position?

5. What are your weaknesses (the things you don?t do so well) and how do they impact your job?

6. What would help you enhance your performance (training, equipment, etc.)?

7. What are your expectations for the coming evaluation period?

8. How would you rate your overall performance for this review period?

Outstanding ___  Exceeds Expectations ___  Meets Expectations ___  Below Expectations ___  Unsatisfactory ___