Self-Evaluation Performance Review Template

Performance reviews are changing. 

The annual performance review is no longer cutting it, as millennials seek frequent reviews and more contact time. 

But even with quarterly performance reviews, managers can’t notice every area in which an employee is succeeding or not succeeding. 

That’s why self-evaluation is a fantastic performance appraisal method.

Through self-evaluation, employees can judge their own performance and then discuss the results of the self-evaluation with their line manager, helping the employee and organization-at-large to grow exponentially.

Specifically, this checklist asks the self-evaluator to define their current role, list their successes, their nonsuccesses, consider what could’ve been done differently, and then make suggestions on how the manager could help them further.  

Then, the manager comes in to review the checklist and schedule a meeting to go over results constructively. 

For an incredibly high-value self-evaluation performance review template, add this free template to your Process Street account.

If you haven’t used Process Street before, Process Street is BPM software which helps you build superpowered templates and checklists!

The first task of this self-evaluation performance review is to add your basic information and details, and confirm when the last self-evaluation performance review took place. 

Proceed to task #3 and #4, where you’ll be guided through the process of adding this information.

The tasks in this checklist have stop tasks applied. This means order is enforced so important steps aren’t skipped over. 

To learn more about stop tasks, check out the video below.

Add your basic information (first name, last name, email address, and today’s date) using the form fields below.

So that the manager can see whose checklist this is – in addition to knowing the date this checklist was launched – add your basic information to the form fields.

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Confirm when the last self-evaluation review took place by selecting a date from the date and time widget. 

It’s important to have regular performance reviews. After all, annual reviews aren’t working for the modern workforce. 

By confirming when the last self-evaluation took place, both you and your manager can ensure regular employee reviews are happening, providing you with the necessary guidance and support.

If this is the first time you’re doing a self-evaluation, select today’s date. You might also want to read these self-evaluation writing tips before you get started!

In the next section, you’ll be providing a brief outline of your current role, how (if at all) it’s changed recently, and you’ll also rank your duties in order of importance. 

By doing this, you’ll set the foundation for a solid, contemplative self-performance review.

In all of this checklist’s following tasks, go into as much detail as possible.

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Define your current role by providing basic information about it.

To provide this basic information regarding your role, write down your job title, the general job duties that appear on your todo list, your current wage, and then select how long you’ve been doing the role from the dropdown options.

Describe how your role (if at all) has recently changed.

In the first box, write down how your role has recently changed. Then, discuss how you feel about these changes.

If your role has not changed at all, mention this in the first box, and then discuss how you feel about the lack of change in the second box.

List your role duties in order of importance.

Every job has high-priority items and lower-priority items. 

By listing your role duties in order of importance, you (and your manager) can see if you’re tackling the right tasks first. Also, the information provided could help you and your manager improve your time management skills, if that’s an area you wish to work on.

General job duties:

{{form.General_job_duties}}

The next section will help you evaluate your performance since the last self-evaluation performance review.

If this is your first self-evaluation performance review, use right now to the date of your last general performance review as the timeframe to look back on.

Similarly, if you’re a new employee and haven’t had a review yet, use your start date to now as the timeframe.

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List your recent successes and/or accomplishments in the text box below.

Every employee has particular successes and/or accomplishments that they’re proud of. 

Think back to any recent standout successes and/or accomplishments you’re proud of, and then write them as a list in the text box.

Explain why the successes and/or accomplishments were successes and/or accomplishments.

Thanks to the magic of variables, you’ll see the list of successes and/or accomplishments below. 

Looking back on the list, explain why these successes were successes, and why these accomplishments were accomplishments. 

List of recent successes and accomplishment:

{{form.What’ve_been_your_success_and_accomplishments?}}

List what recently didn’t go well or according to plan.

Similar to how you’ve had successes, there may also be duties and tasks that didn’t go so well or according to plan.

But if we reflect on those issues, we can learn how to rectify them.

In the underneath form field, write down what recently didn’t go well or according to plan.

Explain why those duties or tasks didn’t go well and/or according to plan.

Thanks to variables again, below you’ll see the list of tasks and duties that didn’t go well and/or according to plan.

Take another look at them, then explain why they didn’t go well or according to plan in the text box. 

What recently didn’t go well/according to plan:

{{form.What_didn’t_go_well/according_to_plan?}}

Describe what you would’ve done differently regarding the successes and the nonsuccesses.

Now that you’ve thought about what went well, what didn’t, and why, it’s time to think of ways you could’ve gone about them differently.

Although there were tasks and duties that went well, what could you have done (if anything) to bolster those successes even further?

On the flip side, what could’ve been done so that what didn’t go well were successes instead of nonsuccesses?

Describe what you would’ve done differently in the text box.

What recently went well:

{{form.What’ve_been_your_success_and_accomplishments?}}

What recently didn’t go well:

{{form.What_didn’t_go_well/according_to_plan?}}

Consider what could’ve helped you excel and write them down in the text box.

You’ve thought of your successes, nonsuccesses, and what you would’ve done differently. It’s time to now think about what could’ve helped you to excel in those situations.

Maybe you would’ve benefited from more manager guidance, taking professional development or learning courses, or having help from other team members.

Write what could’ve helped you excel in the text box below.

You’re halfway through this self-evaluation performance review.

The next section concerns you and your role in the future. Specifically, the tasks will guide you to discuss the projects you’re excited about, your goals, and what the manager and overall team can do to help you do the best job possible.

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List the upcoming projects, duties, or tasks you’re excited about.

No matter if you’re a developer, content writer, graphic designer or in customer success, there are tasks delegated to us that we enjoy more than others.

But by listing these exciting projects, duties, and tasks, it gives the manager more insight into what you enjoy working on. This will help them to assign more of those tasks to you, and give them additional food for thought.

Define your near-future goals; the things you want to achieve in the next year.

To grow as a professional, you need to have sets of goals that you’re aiming for. These goals, however, will differ for each person.

Think about what your professional goals are for the next year.

By then jotting these professional goals down, it will not only help set you on the path to achieving those goals, but it also means your manager can help you achieve them, too.

List the ways your manager could support you more.

Managers are tasked with the oversight of their team. However, managers are incredibly busy people. There may be times when managers can’t support you in the aspects of your work-life you’d like them to.

To help them, list the ways (if any) your manager could support you more. This could be from having frequent reviews to having more contact time in general.

If your manager is already doing a fantastic job and you have no suggestions, write “There are no ways my manager could help support more than they already are.”

Consider the areas you’d like more feedback on or help with, then select those areas from the dropdown.

After the previous task (task #19), you’re thinking about your employee-manager relationship, and the guidance they provide you.

If you know there are areas where you’d like more help – from time management to stress management, or workload management to leadership training – select them from the dropdown. The areas featured in this list have been taken from Sling‘s list of areas of improvement.

Suggest useful professional development activities.

One way to grow as a professional is to receive training or undergo certain developmental activities to help you reach the goals you listed earlier.

In the text box below, list any training, courses, conferences, or developmental activities you’re interested in. 

For a list of over 60+ fantastic team building activities, check out Process Street’s blog post!

Write any additional notes to your manager in the text box form field.

One of the last tasks for you to do is to write any additional notes to your manager. 

So, if there’s something extra you’d like to mention, suggest, or say, this is the perfect opportunity to do so!

If there’s nothing to add, write “No additional notes necessary.”

In this last section, you’ll be assigning tasks #25, #26, and #27 (“Write feedback for the self-evaluator“, “Schedule a meeting to go over the self-evaluation“, and “Confirm the meeting date” to your manager. 

This is easy to do, and the next task – task #24 – will tell you how to do that.

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Assign your line manager to review your self-evaluation checklist.

With Process Street checklists, you can assign people to complete certain tasks. 

Click “Show more” on the left-hand sidebar, navigate to tasks #25, #26, and #27 respectively, and then click on the “Assign” button. 

Then either choose your manager from the selection, or add them by putting in their email. 

The tasks will then be assigned to them to complete, meaning this is the last thing you need to do as the self-evaluator!

Write feedback for the self-evaluator.

Tasks #25, #26, and #27 should be completed by the line manager only.

Below you’ll see your employee’s self-evaluation review. 

Read through it, then write feedback in the box below. (For example, if the employee suggested certain developmental training they’d like, inform them of what’s available and when.)

This is your chance to provide the employee with a review of your own, using their self-evaluation as the foundation.

Basic information:

First name:

{{form.First_name}}

Last name:

{{form.Last_name}}

Email address:

{{form.Email_address}}

Today’s date:

{{form.Today’s_date}}

Last self-evaluation review date:

{{form.When_was_the_last_self-evaluation?}}

Current job role details:

Job title:

{{form.Job_title}}

How long they’ve been doing their current role:

{{form.How_long_have_you_been_doing_your_current_role?}}

Current wage:

{{form.Current_wage}}

General job duties:

{{form.General_job_duties}}

How the role has recently changed:

{{form.How_has_your_role_changed_(if_at_all)_recently?}}

Duties in order of importance:

{{form.List_of_role_duties_(in_order_of_importance)}}

List of recent successes and/or accomplishments:

{{form.What’ve_been_your_success_and_accomplishments?}}

Explanation of why they were successes and/or accomplishments:

{{form.Explain_why_the_successes_were_successes}}

List of what recently didn’t go well and/or according to plan:

{{form.What_didn’t_go_well/according_to_plan?}}

Explanation of why they didn’t go well and/or according to plan:

{{form.Why_didn’t_the_above_go_according_to_plan?}}

What would’ve been done differently:

{{form.What_would_you’ve_done_differently?}}

What would’ve helped the employee excel:

{{form.What_could’ve_helped_you_excel?}}

Upcoming projects the employee is excited about:

{{form.List_of_your_exciting_upcoming_projects}}

Their near-future goals:

{{form.What’re_your_near-future_goals?}}

Ways you could help support the employee in the future:

{{form.How_could_your_manager_support_you_more?}}

Areas where the employee would like more feedback or help:

{{form.Areas_you’d_like_more_feedback_on_or_help_with}}

Professional development activities they’re interested in:

{{form.Professional_development_activity_suggestions}}

Additional notes from the employee:

{{form.Additional_notes_for_the_manager}}

Schedule a meeting to go over the self-evaluation, using the below email widget.

Written feedback is great, but what’s even better is a real-time conversation going over the self-evaluation. You can talk about what the employee is excelling at, what they could improve on, and how you can help them, using the employee self-evaluation as a reference point.

There’s an email widget below. The employee in question’s email address has already been added, in addition to pre-written text.

Hit the “send” button to send them the email and arrange the meeting.

Confirm the date for the post-self-evaluation meeting.

Once you’ve sent the email to the self-evaluator, you’ll want to confirm the date of your meeting after they’ve replied. 

After the date has been confirmed, make sure to use the information provided by the self-evaluator as discussion points, helping them to grow professionally while simultaneously aiding the growth of your organization.

• TriNet – Survey: Performance Reviews Drive One in Four Millennials to Search for a New Job or Call in Sick
• Natalie Baumgartner – Millennials and Their Desire for Always-On Feedback
• Jane Scudder – 9 Self Evaluation Examples That’ll Make You Sound Confident — Not Conceited
• Adam C. Uzialko – Self-Assessment: 5 Tips for Writing Your Performance Evaluation

• Tyler Adams – Performance Reviews: A Smart Guide To Self-Evaluating

• Kris Duggan – Why The Annual Performance Review Is Going Extinct

• Sling – 20 Areas That Employees Can Improve On

• Process Street – How to Provide a Successful Performance Appraisal (With 5 Free Templates)
• AllBusiness – The Benefits of Employee Self-Reviews
• Susan Heathfield – Why You Should Use an Employee Self-Evaluation

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