As part of the performance appraisal process, it is common to ask employees to create a personal performance review. This is a self-assessment of performance, over a specified time period, compared to objectives, business goals, a job description or other performance indicators. One of the most important benefits of a personal performance review is that it provides an opportunity for employees to promote their accomplishments during the review period and influence their performance rating. The review also helps to open up the lines of communication between an employee and manager.
Determine if there is a standard format or template for personal performance reviews, or whether you must create your own. Some businesses leverage online review software, while others have standard manual forms. If you must create your own, use the word processing software on your computer to document the information.
Review the performance objectives or goals required for your position. These may include quantitative goals, such as achieving sales quotas, meeting quality standards or the on-time completion of project tasks. These also may include qualitative goals, such as effectively coaching direct reports and delegating work assignments.
Look at the job description for your position. Understand the tasks that are expected and the skills that are considered most important.
Compare your actual performance against the performance goals and objectives for the specified period. Review appropriate reports and documentation. Determine if goals were met and by what degree, and if you completed tasks on time. Consider whether the performance met or exceeded management expectations.
Summarise your overall performance compared to the stated goals and objectives, then provide backup details that support the summary. Highlight the most significant achievements during the review period. Describe how the achievements directly affected the success of the department or company. State whether you met or exceeded expectations.
Describe your performance strengths and development areas during the review period. Include details on actions that you took to improve your performance, such as attending training sessions, taking college courses or working on special projects.
Describe any performance challenges that you faced during the review period, how you handled them and what you may do differently in the future.
Document two to four professional goals for the next review period, such as developing specific, relevant skills or exceeding quantitative business objectives.
Ensure your performance review is free from spelling or grammatical errors.