Performance Evaluation

May 14th, 2014

Performance evaluation should be treated as an ongoing development process rather than a formal review once a year. It should be closely monitored by the employee and the reviewer to ensure that objectives are being achieved. By preparing yourself diligently and demonstrating a willingness to cooperate with your reviewer to develop your role, you will create a positive impression. To help you evaluate your own performance as objectively as possible, try to see from the perspective of your manager. Make sure you are familiar with the assessment policies and procedures the company.

Study of the performance appraisal documentation carefully. Go through it, step by step, anticipating comments and preparing your answers. Analyse your agreed performance targets. How much do you reach them? Consider your job description, its role within the organization, duties and responsibilities. Evaluate your performance in the light of the problems and frustrations they face.

Have you taken on additional responsibilities or been involved in extra projects? How has the changes, innovations or unexpected problems? How does your compare with that of your colleagues? Is there any way you can increase your value to the organization? Keep detailed records of their work activities throughout the year. Specify your contributions and achievements, difficulties and frustrations. Make sure all the facts and figures and easily accessible. Gather necessary documentary evidence to support their claims, for example, e-mails, notes, letters, press releases, press articles, testimonials, etc.. Make a list of all conferences, seminars and training courses attended. Be open and cooperative with the reviewer. Recognize problems and deal positively and maturely with criticism. Avoid giving the impression that he is on the defensive. Actively and enthusiastically participate in the evaluation. Listen attentively to everything your reviewer says. Aim for a positive exchange creative views. Having examined their roles, responsibilities, goals and priorities beforehand, you will be in a better position to discuss them in an informed and objective. Ask for clarification if necessary. If you are satisfied with the goals or feel that they are unrealistic, say so sensitively. By documenting your difficulties as long as you encounter them throughout the year will be in a position during their evaluation to discuss them authoritatively and put them in the context of its overall contribution to the company. Stress how you have benefited from these experiences and used the knowledge gained to improve their performance. Make constructive suggestions and, if necessary, seek advice on how best to achieve their goals. In anticipation of its next assessment, be sure to record and implement your reviewer's recommendations. Think of ways you or your department could improve. If you are suggesting the provision of additional resources and specific training opportunities, stress the benefits that will accrue to the company. Gerard McLoughlin, author has contributed career-related articles to hundreds of recruitment companies, websites and publications around the world including: United States Today, JobBankUSA.com, US-Recruiters.com, etc. To receive FREE professional advice on a regular basis, sign up today for

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