Through self-evaluation, employeescan judge their own performance and then discuss the resultsof 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.
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 has changed recently
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
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:
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.
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.
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
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 yourprofessional 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 any ways your manager could support you more
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
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.
Learning new skills
There aren't any areas I need extra feedback on or help with
Suggest useful professional development activities
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.
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."
Reviewing the self-evaluation:
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.
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 meeting date
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.