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-Summary of what you have observed with each dept. (brief verbal presentation)

-Find out how we can get advertising on the cafeteria screens/who we need to contact

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Where to post posters/flyers- keep adding to list

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Where to post posters/flyers- keep adding to list

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Lunch line

On doors

Bathrooms

Lockers

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Work more on the Self Evaluation

I took care of most of what we needed to do today

I can also contact people about finding out where to post flyers

Think of places that I should ask if putting flyers there is okay or not

-CRAIG

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Create sales document

Create ways to track inventory

Find out where we are allowed to post flyers

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Working on researching and writing our own evaluation for all of our employees

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Design how each of us will go around selling the headphones

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To see what we are allowed to do in advertising and selling at the school

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Once we start selling

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Employee self-evaluation is recommended as part of your performance development planning process. It is used to engage and involve employees in taking a close look at their performance.

Employee self-evaluations also contribute to the effectiveness of the exchange between the employee and their manager during the performance development planning or performance appraisal meeting. They help the employee thoughtfully participate in the discussion rather than sitting and taking it all in while the manager talks.

In doing the preparation before the meeting, employees can spend time thinking about what they want to achieve and accomplish in their careers. They can consider factors such as the next job for which they'd like to prepare. They can tell the manager about the kinds of help they will need to achieve their goals.

Every employee needs to develop a career path that will allow them to create a fulfilling work life. The most engaged and motivated employees are ones who have a path that they can see themselves achieving and that makes them able to achieve their goals and dreams.

In an earlier article, the reasons why you might want to include employee self-evaluation in your performance development planning process were reviewed. The overall approach and format for the employee self-assessment were also provided.

Take a look at the article and then choose some or all of these sample questions for the evaluations your employees do regarding their performance and career plans in your organization.

Self Evaluation Questions

Please thoughtfully respond to the following questions for your self-evaluation.Plan to share your responses with your manager.

Job Components

Review your job description.

Identify any components of the job description that you no longer do or that now take additional time.

Describe any new goals, responsibilities, or added challenges you have taken on since your most recent performance evaluation. Identify those that require additional decision making, responsibility, accountability, or oversight of the work of other employees.

Identify what you like most about your current job.

Determine the components of your job that you would you like to change or eliminate. Why?

Achievements

What are your most significant accomplishments and contributions since your most recent performance evaluation?

What accomplishment and achievements are you the proudest of since your last performance evaluation?

What goals do you wish you had accomplished since your last performance evaluation but did not?

What would have helped you to accomplish these goals?

In what other major projects and initiatives did you participate and contribute since your most recent performance evaluation?

What work are you performing that is outside the scope of your current job description?

Goals

What job-related goals would you like to accomplish during this evaluation period?

How can your supervisor help you to accomplish these job-related goals?

What additional support can this organization provide so that you are able to achieve these goals?

Professional Development

What professional job or career growth goals do you hope to achieve within three years?

What resources and support can this organization provide so that you can accomplish this professional job or career growth goals?

What professional and personal goals will help you improve or develop your performance in your current job?

What additional support can this organization provide so that you can accomplish these goals?

When completed, please send copies of this self-evaluation to your supervisor and Human Resources prior to your performance evaluation meeting.

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Questions Employees Can Use to Self-Evaluate Their Performance

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Employee self-evaluation is recommended as part of your performance development planning process. It is used to engage and involve employees in taking a close look at their performance. Employee self-evaluations also contribute to the effectiveness of the exchange between the employee and their manager during the performance development planning or performance appraisal meeting.

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Well, for many of us it's that time of year again... and I'm not talking about the holiday season. I'm talking about the annual performance review season!

As you're thinking about all the holiday parties you plan to attend, all the shopping and cooking you need to prepare for, and all those lovely relatives you'll soon be seeing again, here's something else you need to be thinking about - how to complete a great self-appraisal.

The self-appraisal (also known as a self-evaluation or a self-assessment) is your opportunity to reflect on the things you did well, and the things you didn't do so well - but learned from this past year. That said, your reasons (a.k.a. excuses) for not doing a great job at completing your self-appraisal may include everything from:

lack of time

thinking the information won't be useful or used

feeling inadequately equipped with information, or memory, to do the process justice

laziness

However, taking the time to reflect on your past 12 months of performance is a critical component of the annual performance review process - so make time for it!

Why self-appraisals are so important

You may be under the impression that it's your manager who needs to remember all the great accomplishments and successes you had throughout the year (and the times you may have messed up, too). However, you're also accountable for reporting on your successes (and failures).

Here's why: Managers aren't superheroes who can see and remember every little thing you did in the year. For this reason the self-appraisal is important because it can help accomplish two things:

Remind your manager of your accomplishments, development and challenges

Identify where there may be discrepancies between your and your manager's view of your performance

Not only does it allow your manager to view performance from your perspective, it also helps your manager understand what you see as your strengths and weaknesses.

All of the above help set the stage for a detailed and thorough appraisal meeting.

Six steps to completing a great self-appraisal

1. Share your brilliant successes. Look at previous feedback received, projects you've completed and initiatives you've launched - all excellent fodder. If you haven't done so in the past, start keeping a performance journal. It will make your next self-appraisal that much easier to complete.

2. Share what you've learned. What have you learned in the past year? Look to identify the ways in which you've been able to enhance your skills; describe the new skills you've mastered and how they've helped you in your career development. Describe how you've applied these new skills to your job and how they support the goals of your department and organization.

3. Share your challenges. This isn't an annual opportunity for shameless self- promotion. It's an opportunity for some humility. Be candid about your challenges in the year. Describe how you overcame them or the steps you will take in the year ahead to address them.

4. Be honest. Don't embellish your accomplishments. Think hard about how you choose your ratings for yourself. Your manager will likely want you to support your ratings so be prepared to provide examples of your successes (why you deserve that high rating) and examples of your not-so-great performance (why you may deserve a weaker rating).

5. Take time to do it well. Your manager can tell if you rushed your self-appraisal. So take the time needed to do it justice (schedule time for it in your calendar!). After all, your self-appraisal is all about you, and you're worth it! Use all the space/features provided in the form to tell your story.

6. Don't attempt to complete it in one go. Treat your self-appraisal like a work of art that builds over time. You'll be much happier with the end result if you give yourself time to reflect and carefully support your self-assessment. As I mention above, use examples to support your assertions, and please, please make sure that you spell- and grammar-check your documents. These are all signs of how seriously you take the process and its importance to you.

Be ready for a rich performance review discussion

Your self-appraisal is a crucial component to providing a "complete picture" of your performance. It's also a key part of self-development. So take the time to reflect on your successes and challenges and your lessons learned.

Don't forget to bring a copy with you to your performance review meeting with your manager to use as a reference!

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How to Write a Great Self-Appraisal in Six Steps

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Well, for many of us it's that time of year again... and I'm not talking about the holiday season. I'm talking about the annual performance review season!

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