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What are the Employee’s Responsibilities in the Performance Assessment Phase?

Both the manager and the individual have responsibilities in the performance assessment phase of the process, just as they do in each of the other phases. The individual has six key responsibilities:

1. Review your personal performance over the year.

2. Assess your performance and accomplishments against the development plan.

3. Prepare a list of your accomplishments and achievements and send it to your appraiser.

4. Write a self-appraisal using the appraisal form.

5. Consider any revisions needed to your key position responsibilities, goals, objectives, competencies, and development plans for the next performance review cycle.

6. Prepare for the performance review meeting.

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Review your personal performance over the year. Performance appraisal is not exclusively the responsibility of the manager. Each person regularly needs to ask himself the question, ‘‘How am I doing?’’ The advantage of a formal performance appraisal system is that it forces this beneficial review on at least an annual basis.

Assess your performance and accomplishments against the development plan. The manager’s assessment concentrates on how well the individual did in meeting job responsibilities—goals, objectives, competencies. The individual needs to do the same. Another area for the individual to closely focus on is how well she did in carrying out the development plans that were made at the start of the year.

Prepare a list of your accomplishments and achievements and send it to your appraiser. Whether or not the manager requests the individual to write an accomplishments list, the wise individual in every organization always keeps track of her major successes and achievements (and makes sure that the manager is aware of them).

Write a self-appraisal using the appraisal form. Again, whether or not the organization requires self-appraisal as part of the performance evaluation process, it’s a good idea for the individual to draft a self-appraisal before sitting down for the formal performance review.

Consider any revisions needed to your key position, responsibilities, goals, objectives, competencies, and development plans for the next performance review cycle. Creating an accomplishments list and writing a self-appraisal uncovers areas of the job that have changed since the original performance-planning meeting was held. Some projects have been finished; some goals have been achieved or abandoned. Some key job responsibilities have shifted in importance. The annual performance appraisal review is the ideal time to recognize job changes and discuss how the job will be different in the upcoming year.

Prepare for the performance review meeting. Each individual should ask herself: What do I want to get out of this performance review? What are the questions that I want to get the answers to? What are the accomplishments over the year that I want to make sure my boss recognizes? What do I need to do to be a prime candidate the next time a promotional opportunity comes around?