Tips for Employees on Preparing Self- Evaluations
Today’s Objectives
Understand why appraisals are important
Describe System improvements
Learn the steps to write a quality self-evaluation
Gathering Information
Writing the review
Preparing for the performance appraisal meeting
Timeline
Available resources
Benefits of Performance Appraisals
Employees know what is expected of them
Open discussion promotes two-way communication
Your input ensures all aspects of your performance are considered
This is your chance to highlight your skills and career aspirations
System Improvements Fewer steps
Responsibilities and Expected Results from prior year can transfer to new review
Goals and Training pages are condensed
You sign your review after discussion with your supervisor- no more volleying the review back and forth!
System response speed is improved
Revised PAT Guides
Instructions describe 4,000 character limit per box
Preparing to Write the Appraisal
Include the entire time frame (1/1/2012-12/31/2012)
Keep records of performance
Create a mail folder for yourself
Save notes from calendars, emails, training records, etc.
Ask others for input/feedback throughout the year. Learn from it, act on it, and save it.
Keep your eye on your goals throughout the year. Note your progress.
Invest in Yourself
Set aside time to consider your performance
Work on your evaluation in chunks of time
Gather your information
Reflect on themes/messages you want to convey
Categorize results- don’t recite every activity
Include specific, descriptive examples
Suggest ideas for career development
Writing the Review
Focus on each section
Describe what you achieved and how you did it
Provide specific examples and tell your story
Who, what, why, when, where and how (as appropriate)
Demonstrate how your activities connect to your responsibilities
Suggest improvements for next year
Don’t forget to pat yourself on the back!
Writing the Review- Continued
Be honest in scoring
Use the scoring reminders in the system to determine your score
Remember that you may shine in one area and may need improvements in another
Put the information you gathered throughout the appraisal- don’t start with a bang and leave some areas with limited comments
Read it OUT LOUD to your self
Setting Goals
Be SMART!
Specific
Measurable
Achievable
Realistic
Timely
Let’s Practice!
Let’s review a few examples and practice how we’d rewrite them based on what you just learned
I am responsible for: Screen telephone calls and respond to and refer inquiries as appropriate. Plan, prioritize and schedule meetings for faculty Compose and/or prepare correspondence for publications for faculty Process and submit reimbursements. Scheduling faculty travel to professional meetings. Establish / maintain file system. Pull patient reports as needed to support collaborative research for division
faculty. Work with GME coordinator to develop program materials, faculty interview
schedules and other processes. Assist with University and UMPhysicians requirements for faculty including
REPA annual reporting, performance appraisals, UMPhysicians on-line training, orientations, etc.
Provide support for faculty CVs and promotion and tenure dossiers. Work as a team member with LMP's Chairman's office and the ALRT
Administrative Center staff.
I am responsible for:Communications:Manage phone, written and electronic media
Financial: Process and submit reimbursements for department faculty and staff.
Scheduling & event coordination:Plan, prioritize and schedule meetings and travel and associated tasks.
Organization: Establish / maintain file system and supplies
Academic/Clinical SupportProvide administrative support to faculty and staff members. Coordinate faculty/resident rotation for onsite and remote locations
ASSESSMENT OF JOB KNOWLEDGEEMPLOYEE SELF RATING: 3
Performance Categories
COMMENTS: 3
COMMENTS: I PERFORM TO THE BEST OF MY ABILITY
Things NOT to Put In Review
Events that are not related to work References to leave of absence Events that occurred not related to how you
performed ( the office reorganized, etc.).
Preparing for the Appraisal meeting
Your preparation will pay off
Easier when you have input to share
Be open to criticism, but remember the overall goal is to help you improve
Have ideas of how your supervisor can help you where needed
Relax- This is a two-way discussion
GENERAL Timeline
Employees complete self-evaluations in January 2013
Supervisors complete their portion in January-February 2013
HR reviews appraisals for quality & consistency
Performance appraisal meetings held in March
All appraisals must be complete by March, 2013
Watch for specific timelines or directions from your HR representative or your supervisor
Resources Available
PAT Employee Guide
Describes each page of the appraisal
Describes each step you are to complete
Shows you example of the pages
Look at last year’s appraisal
Your Supervisor
Your HR Department
Wrap up
Questions?
Thanks for your participation!
Contact your HR representative with any questions
List of HR contacts available at
http://www.health.umn.edu/facultystaff/hr/performance/