Self Appraisal Interview and Documentation
Appraisal
Process
Some organizations encourage employees to be active participants
in the appraisal process by evaluating and rating their own performance prior
to the assessment interview with their supervisor. In such organizations, employees are reminded throughout the year to review their standards of performance and document areas where they feel they have exceeded the
standard.
Appraisal Interview
During the rating period, the supervisor should be continuously
gathering information about the employee’s performance. Every attempt should be made to obtain information regarding intervals throughout the
rating period, not just the week before the appraisal interview. Evaluating
an employee’s performance continuously throughout the rating period helps ensure that the information gathered is fair, accurate and representative of the employee’s performance throughout the year.
Standards of Performance
Organizations that promote self-appraisal as part of the annual review process cite increased productivity, higher morale, and greater rapport between supervisor and employee as benefits of the program. Employees who participate in the review process are more familiar with their standards of performance for their job and work harder to exceed the standards. Further, employees who complete the self-appraisal are better prepared to actively participate in the review interview.
Documentation
It is important to review the employee’s job elements and
performance standards periodically and make notes throughout the year regarding
the employee’s level of performance. This can be as simple as occasionally
jotting down a few quick lines noting evidence of either exceptional or
unacceptable employee performance. Date the note and drop it into
the employee’s life.
Adequate Documentation
When it comes time to rate the employee, completing the performance appraisal form will
require less time and effort because you have noted levels of performance periodically throughout the year. Further, adequate documentation collected
at intervals throughout the year helps ensure that the supervisor remains objective and does not rate the employee based only on performance immediately prior
to the end of the review cycle.
Performance Review Interview
Of course, if you concerns about an employee’s performance, do not wait until the end of the performance review cycle to address the issue. Coaching and counseling throughout the cycle is far more effective than waiting until the end of the cycle and then presenting the employee with a list of concerns that you have had throughout the year. Remember, there should be no surprises during the performance review interview. If you have concerns about an employee’s performance, the employee should already be aware of these issues.
