Tips for Employees on Preparing Self- Evaluations

Today’s Objectives

Understand why appraisals are important

Describe System improvements

Learn the steps to write a quality self-evaluation

Gathering Information

Writing the review

Preparing for the performance appraisal meeting

Timeline

Available resources

Benefits of Performance Appraisals

Employees know what is expected of them

Open discussion promotes two-way communication

Your input ensures all aspects of your performance are considered

This is your chance to highlight your skills and career aspirations

System Improvements Fewer steps

Responsibilities and Expected Results from prior year can transfer to new review

Goals and Training pages are condensed

You sign your review after discussion with your supervisor- no more volleying the review back and forth!

System response speed is improved

Revised PAT Guides

Instructions describe 4,000 character limit per box

Preparing to Write the Appraisal

Include the entire time frame (1/1/2012-12/31/2012)

Keep records of performance

Create a mail folder for yourself

Save notes from calendars, emails, training records, etc.

Ask others for input/feedback throughout the year. Learn from it, act on it, and save it.

Keep your eye on your goals throughout the year. Note your progress.

Invest in Yourself

Set aside time to consider your performance

Work on your evaluation in chunks of time

Gather your information

Reflect on themes/messages you want to convey

Categorize results- don’t recite every activity

Include specific, descriptive examples

Suggest ideas for career development

Writing the Review

Focus on each section

Describe what you achieved and how you did it

Provide specific examples and tell your story

Who, what, why, when, where and how (as appropriate)

Demonstrate how your activities connect to your responsibilities

Suggest improvements for next year

Don’t forget to pat yourself on the back!

Writing the Review- Continued

Be honest in scoring

Use the scoring reminders in the system to determine your score

Remember that you may shine in one area and may need improvements in another

Put the information you gathered throughout the appraisal- don’t start with a bang and leave some areas with limited comments

Read it OUT LOUD to your self

Setting Goals

Be SMART!

Specific

Measurable

Achievable

Realistic

Timely

Let’s Practice!

Let’s review a few examples and practice how we’d rewrite them based on what you just learned

I am responsible for: Screen telephone calls and respond to and refer inquiries as appropriate. Plan, prioritize and schedule meetings for faculty Compose and/or prepare correspondence for publications for faculty Process and submit reimbursements.  Scheduling faculty travel to professional meetings. Establish / maintain file system. Pull patient reports as needed to support collaborative research for division

faculty. Work with GME coordinator to develop program materials, faculty interview

schedules and other processes. Assist with University and UMPhysicians requirements for faculty including

REPA annual reporting, performance appraisals, UMPhysicians on-line training, orientations, etc.

Provide support for faculty CVs and promotion and tenure dossiers. Work as a team member with LMP's Chairman's office and the ALRT

Administrative Center staff.

I am responsible for:Communications:Manage phone, written and electronic media

 Financial: Process and submit reimbursements for department faculty and staff. 

 Scheduling & event coordination:Plan, prioritize and schedule meetings and travel and associated tasks.

Organization: Establish / maintain file system and supplies

 Academic/Clinical SupportProvide administrative support to faculty and staff members. Coordinate faculty/resident rotation for onsite and remote locations

ASSESSMENT OF JOB KNOWLEDGEEMPLOYEE SELF RATING: 3

Performance Categories

COMMENTS: 3

COMMENTS: I PERFORM TO THE BEST OF MY ABILITY

Things NOT to Put In Review

Events that are not related to work References to leave of absence Events that occurred not related to how you

performed ( the office reorganized, etc.).

Preparing for the Appraisal meeting

Your preparation will pay off

Easier when you have input to share

Be open to criticism, but remember the overall goal is to help you improve

Have ideas of how your supervisor can help you where needed

Relax- This is a two-way discussion

GENERAL Timeline

Employees complete self-evaluations in January 2013

Supervisors complete their portion in January-February 2013

HR reviews appraisals for quality & consistency

Performance appraisal meetings held in March

All appraisals must be complete by March, 2013

Watch for specific timelines or directions from your HR representative or your supervisor

Resources Available

PAT Employee Guide

Describes each page of the appraisal

Describes each step you are to complete

Shows you example of the pages

Look at last year’s appraisal

Your Supervisor

Your HR Department

Wrap up

Questions?

Thanks for your participation!

Contact your HR representative with any questions

List of HR contacts available at

http://www.health.umn.edu/facultystaff/hr/performance/