A
performance appraisal should be treated as an ongoing
developmental process rather than a formal once-a-year
review. It should be closely monitored by both employee
and reviewer to ensure that targets are being achieved.
By preparing yourself diligently and demonstrating a
willingness to co-operate with your reviewer to develop
your role, you will create a positive impression.
To enable you to assess your own performance as
objectively as possible, try to view it from your
manager's perspective. Make sure you are conversant with
the company's assessment policies and procedures. Study
the performance appraisal documentation carefully. Go
through it step by step, anticipating comments and
preparing your responses.
Analyse your agreed performance targets. To what extent
did you achieve them?
Consider your job description, your role within the
organization, your duties and responsibilities.
Assess your performance in the light of the problems and
frustrations you faced. Have you taken on any additional
responsibilities or been involved in extra projects? How
have you dealt with changes, innovations or unexpected
problems? How does your work compare with that of your
colleagues? Are there any ways in which can you increase
your value to the organization?
Keep a detailed record of your work-related activities
throughout the year. Specify your contributions and
achievements, your difficulties and frustrations. Ensure
that all relevant facts and figures are accurate and
readily accessible. Collate the necessary documentary
evidence to support your assertions, e.g. e-mails,
memos, letters, press releases, newspaper articles,
testimonials, etc.. Make a list of all conferences,
seminars and training courses attended.
Be open and co-operative with your reviewer. Acknowledge
problems, and deal positively and maturely with
criticism. Avoid giving the impression that you are on
the defensive.
Participate actively and enthusiastically in the
appraisal. Listen attentively to everything your
reviewer says. Aim for a positive and creative exchange
of views.
Having considered your duties, responsibilities, goals
and priorities beforehand, you will be in a better
position to discuss them in an informed and objective
manner. Ask for clarification if necessary.
If you are unhappy about targets or feel that they are
unrealistic, say so sensitively.
By documenting your difficulties as and when you
encounter them throughout the year you will be in a
position during your appraisal to discuss them
authoritatively and put them in the context of your
overall contribution to the company. Stress how you have
benefited from these experiences and have used the
knowledge gained to improve your performance. Make
constructive suggestions and, if necessary, ask for
advice on how best to accomplish your targets.
In anticipation of your next appraisal, be sure to
record and implement your reviewer's recommendations.
Think of ways in which you or your department could
improve.
If you are suggesting the provision of extra resources
or specific training opportunities, stress the benefits
that will accrue to the company.
Legal
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