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Use an Employee Self Evaluation

how to do a self performance evaluation

By Susan M. Heathfield. Human Resources Expert

Susan Heathfield is a Human Resources expert. She is a management and organization development consultant who specializes in human resources issues and in management development to create forward thinking workplaces. Susan is also a professional facilitator, speaker, trainer, and writer.

Susan is a member of the Society for Human Resource Management (SHRM). Susan contributes regularly to professional publications including a book chapter for ASTD and a recent article in the American Society for Quality 's Journal for Quality and Participation. This Web site is recommended as a resource by many colleges and universities including the ILR School Catherwood Library at Cornell University.

Susan has covered Human Resources for since 2000.

You can read more about Susan's current and past work on her Google Profile: Susan Heathfield .

Want to encourage more participation in performance evaluation and career planning from your employees? The employee self-evaluation is one of the best methods to engage employees in the process of looking at performance and setting job and career goals.

The employee self-evaluation ensures that employees prepare thoughtfully for their performance development planning or appraisal meeting with their manager.

It provides a useful opportunity for the employees to seriously consider their level of performance and contribution. It encourages employees to think about and plan for their future with your organization and in their careers.

Whatever method your company uses for employee performance development, consider making an employee self evaluation an integral component in the process.

Your employees will appreciate the opportunity for input and your managers will receive further insight into what motivates and excites the employee.

Why Use an Employee Self Evaluation

In a self evaluation, an employee responds to a series of questions that help the employee evaluate his or her performance during the evaluation period. This guides the employee through a thought process that allows him or her to focus on the many aspects and nuances of performance.

The employee is prompted to think about all of the components of performance, from job description

to goals accomplished and to include professional development in the mix.

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This self evaluation opens up the conversation between an employee and the manager during the performance evaluation meeting. The act of self evaluation and the concurrent introspection causes an employee to review goals, assess progress, and thoughtfully consider areas for job and career growth.

Purpose of Performance Evaluation

The primary purpose of a performance evaluation is to encourage communication about job performance between the manager and his or her reporting staff members. Additionally, the performance evaluation meeting is an ideal time to discuss:

  • the quality and quantity of work accomplished by the employee,
  • your business goals for the quarter or evaluation time period,
  • your goals for performance enhancement and improvement, and
  • the next steps for your personal and business development in your job and career.

Recommended Approach to Employee Self Evaluation

Use the self evaluation questions to prepare for your performance review and evaluation meeting with your manager. Doing this self evaluation will ensure that you:

  • spend time thoughtfully considering and evaluating your job performance since your last performance evaluation,
  • think about your work, career, and personal development progress since your last performance evaluation,
  • think about the work, career, and personal development goals you’d like to achieve during this performance evaluation period,
  • determine areas in which you want to improve your performance,
  • adjust your job description to better reflect what you are doing,
  • prepare to solicit your manager's opinions about how you're performing and whether he or she needs particular outcomes from you that you're not currently producing, and
  • prepare for your interaction with your manager to help make the performance evaluation meeting a conversation, not just a passing of judgment by your manager.

Use these recommended self evaluation questions to thoughtfully prepare for the performance development conversation.

Following your thoughtful preparation, please send copies of your self evaluation to your manager and Human Resources department prior to your performance evaluation meeting.

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