This document provides guidance on how to write an effective self-evaluation for one's annual performance review. It outlines four key areas to address: job responsibilities and skills, achievements, overall performance, and setting goals. For each area, it recommends quantifying accomplishments, using measurable results, and focusing on contributions to the company's bottom line. The overall message is to promote oneself honestly while acknowledging room for growth in order to demonstrate one's value and potential for increased responsibilities.

1. Performance evaluation appraisal
In today's job market we all need to be more proactive in getting ahead. Every year
most employers ask their employees to fill out a self evaluation. This article will
cover four standard areas of the review process and the steps you need to take to show
that you are performing above and beyond your job responsibilities. It allows you to
be in the driver's seat of the review process.
Writing your own review is always a tedious task. The best way to show you are on
top of your game is to write your evaluation in "tangible format". Tangibles are
measurable and allow you to show how you are contributing to your employer's
bottom line. Example: Coordinated a project for an account from start to finish
which resulted in increased revenue for the division/company of $$$.
Job Responsibilities and Skills
Clearly state all your job responsibilities. List all the things you do every day, from
phone calls, emails, budgets, account follow up, computer skills, projects, and
include such things as:
Strong communication skills, Ability to multi task, Results oriented, Ability to focus
on achieving strategic objectives, Nurturing and instilling confidence in your team
members, and Providing support as a manager.
State exactly what you worked on and whether you worked on them by yourself or as
part of a team. What are your business strategies within the confines of you
position? If you manage or work on a specific account or businesses, are you
initiating and developing those businesses / accounts and achieving their demands? If
you have a dollar figure include it.
Examples: "I manage a team ... I lead the group ... I worked with the team ... on zxy
accounts. I worked on a 50K account, managing the day to day communications."
Achievements
List major achievements that demonstrate your ability to apply knowledge and utilize
skills in performing your job responsibilities. Push the envelope and say what you did
as you see it. Be honest but make sure to acknowledge all your accomplishments. Use
words like
- Successfully...
- Negotiated...
- Contributed...
- Supported and nurtured

2. Example: If you actually landed the big account, it is your account. If you worked
with a team to land the account, then state that you worked as a team to land the
account. Either way it shows that you worked to open a new account. Quantify what
it is worth to the company in potential or actual dollars amounts: e.g., "account xyz
will generate $$$ in the next year and has a potential to reach $$$ in the next 3
years."
Maybe your contribution seems small, but you are still contributing to the profitability
of the company. If the numbers are down for the year, consider whether you can say
they are higher than other departments, other offices, or brands you compete with.
There is usually some area or competition that is doing worse.
Overall Performance
Describe areas of strength, growth and those areas that need improvement and or
development.
Always list more strengths than areas that need improvement or development. It is a
good idea to acknowledge at least one area for development (this enhances
credibility), but here is where you can ask for more responsibility and help your boss
feel invested in your development. If you want to move up the ladder and you aren't
developing because your boss doesn't want to spend the time mentoring you or giving
you the responsibility, there is a way to make this point positively. You can address it
like this:
Strengths: List what you do and feel confident about. Demonstrate your
understanding of the market place in which your business operates. Don't forget the
contribution you make to the bottom line, whether by support or direct involvement.
Growth: Take some of your greatest moments from the past year where you have had
the opportunity to demonstrate new skills. State strongly that you are up for more in
the coming year.
Development: Describe an interest in being more involved in decision making,
working closely with supervisors on projects that interest you. Put a shared
responsibility for this development on your manager.
Example: I would like to and can develop the following skills ... and increase my
responsibilities. I am confident I will be able to do this with management's guidance
and when I am given opportunities to participate and contribute in new
opportunities.
Summary: State briefly what you have done and can do that enables you to continue
to contribute to bottom line growth and generate new business opportunities,
demonstrating performance of your job above and beyond of what is expected by
you.
Setting goals for the year: This is often not included in a review, so it is something
you may need to initiate with your manager. Ask for 4 or 5 goals to be spelled out and
weighted. Break it down into the following three points:

3. - What are the goals
- How can they be achieved
- On a scale of one to a hundred what weight do they have on your job?
If they or their weighting change during the year make sure you and your boss update
them. That way you will be able to achieve what is expected of you and you can base
next year's evaluation on these achievements or growths.
Good luck with your evaluation, and remember - there is no harm in self promotion!
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performance appraisal.