How to Do Well At Your Personnel Performance Review

Measure your own job performance regularly.

You landed your dream job and excitedly thrust your energy into every responsibility contained in your job description. Your manager says your performance will be evaluated in three months and again on the first anniversary of your hire date. Prepare for your personnel performance review now. Do not take the passive role many employees assume in the evaluation process.

Instructions

1. An employer's goal is to ensure employees are aware of their job expectations. Most employers simply hand over to the employee a document that contains the job description. There is a more proactive method to ensure employees are aware of their employer's expectations. Many managers sit down with each employee and review the job description, line by line. In this way, both the employee and the manager achieve the same understanding about tasks, priorities and responsibilities. If your manager is willing to do this with you, make the most of the opportunity to listen, participate and learn.

2. Consider your job description as a road map of sorts. Gain a clear understanding of what it means to meet expectations and exceed expectations for each specific task. Look at each task separately and at how it factors into your total responsibility in the job. Look at your duties as building blocks. Each piece has its own strength; together, the pieces construct a complete model.

3. It is almost unheard of for a new, or even a seasoned, employee to perform her job duties without ever asking for clarification. If only to solicit feedback about interim performance, there will come a time when you need to ask questions. Do not hesitate to ask your manager questions if you are unclear about your performance. This can have a positive impact on your employment record, because it demonstrates that you are attuned to your role within the organization and that you are interested in performing well.

4. Conduct a self-review of your performance. Determine how comfortable you are with the job duties and how well you are accomplishing tasks. If you need assistance, tell you manager. It will be looked on more favorably if you request help than if your manager sees you are struggling. Take an honest look at your daily performance, and assess whether you are meeting or exceeding your job expectations. Maintain a log of your activities, your successes and your weaknesses. Acknowledge weaknesses and determine how best to improve in those areas.

5. The worst thing an employee can do is to sit idly and not participate actively in the personnel performance review meeting. This is your opportunity to open up about your concerns, point out the things you do well, and get objective feedback from your manager. Use this time to further understand your manager's expectations, and work together with her to chart your progression and goals for your career with the company.

References

• Free Management Library: A Guide to Employee Performance Management
• Business and Legal Resources: Performance Appraisal
• University of Missouri--St. Louis: Performance Appraisals
• National Security Personnel System: Writing Effective Self Assessments
• Salary.com: How You Can Benefit From Your Self-Appraisal

Resources

• Society for Human Resource Management Home Page
• U.S. Office of Personnel Management
• Rutgers University: Pay-for-Performance
• American Society for Clinical Laboratory Science: Performance Development Process