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How to fill self appraisal forms...

Vijay Vaddem
Ranch Hand

Joined: Feb 13, 2004
Posts: 243
Firstly, a very happy new year to everybody here at Javaranch!

Its time for appraisals in my company and this is the first ever
time im filling my own appraisal form(Self appraisal form).

So, pls let me know the do's and don't and how to rate ourselves...

Any suggestions, experiences and its outcome would be helpful...

Vijay
Kripal Singh
Ranch Hand

Joined: Jul 26, 2001
Posts: 254
If it is annual appraisals go through the task you have completed successfully, achievements and new things you have learnt. Do an honest self-evaluation of yourself and put it in words.


# Help an unprivileged kid.<br /> Whatever u do will make a difference...<br /> ...to a child's life & ur own #<br /><a href="http://www.cry.org/" target="_blank" rel="nofollow">www.cry.org/</a>
Mike Gershman
Ranch Hand

Joined: Mar 13, 2004
Posts: 1272
This is your chance to be sure your manager, who will create your appraisal and recommend your salary/bonus amounts, knows everything you did to help the organization. Be accurate and complete, but not trivial.

Be positive. Give facts, not opinions. "The system went live with no failures" is better than "My work is high quality". Be quantitative - "I finished the program in 5 weeks, 1 week ahead of schedule".

If there were problems, how did you fix them and what did you learn. "I am now testing my code on five major browser versions before release".

In many companies, you will have been given formal objectives. If they are written, be sure you have a copy. Respond to each objective.

If you have personal goals for next year in terms of projects or skills, there may be a place to state this on the form. If not, emphasize the accomplishments that say you are the right person for the assignment you want. "I took the lead in the redesign of ABC" shows you want to be a lead programmer.

You may even ask your manager if you can have a copy of his/her self-appraisal. It shows what is important to management and the writing style for appraisals expected in your organization.

Time you invest in this process will pay you back in recognition and in a more productive appraisal meeting with your boss.

By the way, this self-appraisal process is a good sign that you picked the right organization to join.
[ December 31, 2004: Message edited by: Mike Gershman ]

Mike Gershman
SCJP 1.4, SCWCD in process
Warren Dew
blacksmith
Ranch Hand

Joined: Mar 04, 2004
Posts: 1332
    
    2
Gosh, I agree with everything Mike says except:

By the way, this self-appraisal process is a good sign that you picked the right organization to join.

It's really the manager's job to keep track of what you are doing and how well you are doing it, and to take the trouble to write reviews that are accurate, useful, and constructive. To me, a self-appraisal is often a sign of a management team that isn't doing their job.
Mike Gershman
Ranch Hand

Joined: Mar 13, 2004
Posts: 1272
I have never seen a department where the worker writes a self-appraisal but the manager does not write an appraisal.

Has anyone else?

Where I worked, I wrote appraisals for the dept. heads using input from their self-appraisals, I read the comments of the lead workers about their appraisals and wrote brief responses, and I read the individual appraisals of top and bottom rated workers and those workers I had worked with personally. I think my approach was typical.
Mark Herschberg
Sheriff

Joined: Dec 04, 2000
Posts: 6037
Great advice Mike.



Originally posted by Warren Dew:
Gosh, I agree with everything Mike says except:

By the way, this self-appraisal process is a good sign that you picked the right organization to join.

It's really the manager's job to keep track of what you are doing and how well you are doing it, and to take the trouble to write reviews that are accurate, useful, and constructive. To me, a self-appraisal is often a sign of a management team that isn't doing their job.


I think you're both taking extreme positions. I'm sure there are Dilbert-esq companies in which the manager is incompetant and uses this to cover for the fact that he doesn't know who did what. Likewise I'm sure there are great organizations where they feel this is a useful tool for insuring that the subordinate's voice is heard during the process (since some people approach these as: sit there, be quiet, and just listen to what your boss says) to insure that the process is more fair and to bring different viewpoints to the table. And I'm sure there are plenty of other points along this spectrum. :-)

--Mark
Christian Schnepf
Greenhorn

Joined: Sep 25, 2001
Posts: 28
I agree with all of Mike's points; but I think it is also important that the manager does some type of evaluation as well.

Where I work we have self evaluations, peer evaluations, and the manager also does and evaluation. I wish the format of the evaluations was a bit different (we follow a book), but it works pretty well as is.

If you are honest with yourself (sometimes this is hard) in your self evaluation and have an observant manager doing an evaluation they should come out very close.

To trim down on time for evaluations the peer evaluations are quite a bit shorter then the other evaluations.

I always ask to hear what my peers say (we aren't allowed to view them) so I can work to improve myself with my peers as well as my manager.

Good luck with your appraisal.
[ January 04, 2005: Message edited by: Christian Schnepf ]
David Hadiprijanto
Ranch Hand

Joined: Sep 14, 2003
Posts: 52
I like the way Mark put it. There is a spectrum between the manager doing all the evaluation and the worker doing all the evaluation. Ideally, there will be a balance - so something in the middle.

However, regardless where it is in the spectrum, I think what is more important is whether the evaluation really work. Does the evaluation protocol/method indeed makes better employees in the future/long run?
One key will be the commitment of the manager (most importantly the executive managament, those on the top), to value their employees as one of their most important asset. Another is that they are competent managers/executives. If this is so, I don't really care where it is in the spectrum. I will follow their leadership and learn from them.

- david
 
With a little knowledge, a cast iron skillet is non-stick and lasts a lifetime.
 
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