1. How To Prepare A Self-Evaluation – Business English Tips
2. How to Write Your Employee Evaluation
3. Performance Review Tips
4. Employee Self Evaluation
5. Writing Performance Reviews • Lesson 1
6. 5 Most Asked Performance Appraisal Questions With Answers
7. Employee Performance Review Template Excel

How To Prepare A Self-Evaluation – Business English Tips

hi there and welcome back to english for,professionals im derek and im here,with another short lesson for you busy,people,in this lesson im going to show you how,to prepare a self-evaluation also called,a self-appraisal,so this lesson should be interesting and,helpful for anybody whos preparing for,a performance review a job interview or,any other situation where you need to,talk about your strengths weaknesses,achievements and goals,are you ready,lets get started,[Music],so were going to do three things in,this lesson,first of all we look at what a,self-evaluation is and whats included,then ill give you some general tips and,in the main part of the lesson ill,share lots of useful vocabulary phrases,and examples to help you when preparing,your self-evaluation,the tips ideas and language presented in,this lesson are things i have learned,from researching this topic and from my,experience as a professional english,coach,every company is different and will have,their own approach when it comes to,evaluations and performance reviews,check with your manager or human,resources department to find out exactly,what is expected so you know what to,include if you are asked to prepare a,self-evaluation,basically its a document where you,describe your professional progress for,a specific period,a lot of companies ask their employees,to hand in a self-evaluation as part of,a performance review,some companies do one performance review,per year whereas others do them more,regularly up to four times a year,in your evaluation you should describe,your general performance and,accomplishments during the period your,accomplishments are the things you have,achieved successfully,you should also mention areas youve,improved on as well as situations where,you failed to reach a specific standard,these are called shortcomings,your thoughts on your professional,development and which direction you see,your career going in should also be in,there,its also a good idea to mention your,personal values and how they align with,the company values,self-evaluations help you to reflect on,your performance and to think critically,about which parts of your job you can,improve on and how you can develop a,well-prepared and honest self-evaluation,can lead to a productive performance,review and it could also lead to,interesting career opportunities,keep a record of your accomplishments,throughout the period,this will give you a head start in your,preparation and having hard facts and,figures to back up your successes is a,big help,show off your best work,focus on the highlights you are most,proud of,be honest and critical,recognizing your weaknesses and,shortcomings shows that youre willing,to grow and learn,use positive language when describing,challenges or struggles youve had,keep the focus on you,if youve had any problems with,colleagues you can talk about that in a,separate meeting the focus should be on,you your role and what the company,expects from you in that role,and finally,always be professional,and now its time to focus on the,vocabulary and phrases to use when,preparing your self-evaluation and well,start off with general performance,i take the initiative on every project i,am involved in and i often go out of my,way to support less experienced team,members,to take the initiative means to be the,first one to do something especially to,solve a problem or control a situation,to go out of your way to do something,means to try especially hard to do,something good or helpful,i often go above and beyond my job,description to ensure that my team,exceeds targets and expectations,to go above and beyond something means,to do more or better than would usually,be expected,if you exceed targets and expectations,it means you achieve a better or higher,result,another phrase which is very similar to,go above and beyond is to go the extra,mile for example i often go the extra,mile to ensure our customers are,completely satisfied,and here are some other words to talk,about performance and strengths,in british english this word is,pronounced thorough and in american,english its pronounced thorough,if you describe yourself as thorough it,means you do things very carefully and,with great attention to detail,decisive,this means that you can make decisions,quickly and with confidence,reliable,you do what you say you will do you can,be trusted to do your job well,cope well under pressure,this means you can handle pressure well,and heres an important tip when,describing your performance and,strengths always give examples to,support what youre saying,excellent and now lets take a look at,some useful vocabulary and phrases for,talking about your accomplishments,a very simple way to describe your,accomplishments is,over the last and then include the time,period,i have and then describe the,accomplishments and give examples,over the last three months i have,demonstrated an excellent work ethic and,found more efficient ways of doing our,work for example during our busy period,i came in early and stayed late to make,sure all of our orders were fulfilled,and sent out to our customers on time,i also developed a new system which now,helps us to keep track of incoming,orders much more efficiently,all of this resulted in my team,exceeding targets and increasing our,customer satisfaction rating,i am extremely proud of what my team and,i have achieved over there mentioned the,time period compared to the previous,period we have and then describe,accomplishments and compare results,i am extremely proud of what my team and,i have achieved over the last six months,compared to the previous period we have,increased turnover by eight percent we,also managed to reduce costs by five,percent,its also common to use not only,sentences to highlight accomplishments,not only did i meet my monthly goals but,i exceeded them by an average of seven,percent,not only did i complete several projects,ahead of schedule i was also within,budget on the majority,so most of the projects did not cost,more than was planned,and one more example,not only did i successfully implement a,new sales strategy i also recruited two,experienced sales managers from our,biggest competitor,great now lets move on to talking about,how youve improved,i have invested a significant amount of,time working on and then mentioned the,area that needed improvement,and i am very happy to say that i have,made very good progress,i still find it challenging too,and then mention the specific area which,is still difficult,but i continue to work on that and feel,that i have definitely turned a corner,i have invested a significant amount of,time working on delegating tasks and im,very happy to say that i have made very,good progress,i still find it challenging to pass on,certain tasks but i continue to work on,that and feel that i have definitely,turned a corner to turn a corner means,to start to improve after a difficult,period,and now its time to look at some,vocabulary and phrases for talking about,your shortcomings those situations where,you failed to reach a specific standard,when talking about your shortcomings,remember to keep the language positive,although or despite,then mention a positive aspect of your,performance,and then mention one of your,shortcomings,although i have shown exceptional,progress in providing a very high level,of service to our clients since my last,evaluation there were some situations,where my performance did not reach the,required standard,despite meeting my most important,performance objectives during the past,three months i did experience some,challenges,when using a verb after despite it,should be in the gerund or in form,when you mention your shortcomings you,should also talk about what you plan to,do to avoid these situations in the,future,i have given a lot of consideration to,the areas where i can improve and have,come up with several ideas or several,strategies,for example im going to start,delegating more tasks to my team so i,have more

How to Write Your Employee Evaluation

[Music],oh hey,welcome back im courtney and this is,the accounting struggle,where we speak about our struggles with,accounting openly and honestly we do not,run from them and todays video im,going to be talking a little bit about,what you should be putting in your,annual or mid-year review so before we,get started if you are new here welcome,thank you so much for joining,if you enjoyed todays video be sure to,give it a thumbs up and youre more than,welcome to subscribe and join our family,new videos come out on wednesdays,so i wanted to talk about what you,should be putting in your mid-year or,annual review,so these annual reviews and these,mid-year reviews obviously the,is just the midpoint and then at the end,of the year youll do an annual review,but,the purpose of these reviews is to,detail and highlight some of your,accomplishments throughout the year,things that are going well and then some,key areas and opportunities and things,like that so the reason why this is,important is because it factors into,your overall performance,so when youre being evaluated when,roundtable discussions are happening,when,people are considering you for promotion,they will be leveraging this information,to determine if,you are someone who should be moved up,should you get a bump in pay,so it helps with compensation and so,forth it is a very important,um part of your overall assessment so,you want to make sure that you have a,very thorough,review so for your evaluation usually,theres a portion where your manager or,partner,whoever is above you whoever youre,reporting to,they will do a portion of their own,assessment but,usually theres some action on your part,where you have to go in,and review yourself evaluate yourself,your own performance so,thats what im kind of going to be,focused on today because i cant help,what other people are going to say about,you,so youll want to go to your hr guides,first to see,if theres some particular information,on how you should,go about doing your evaluation usually,when its that time of year theyll send,out an email,a lot of companies will do this where,theyre saying hey its evaluation time,be sure to update this by this date and,include this,sometimes theres a particular format,that you want you to stick to,so youll want to start with that just,to make sure that youre including,everything that you need to be including,in your evaluation,and if you dont have that as a guide if,its not very,um specific and its kind of vague and,it just says,you know just talk about yourself and,evaluate what went well,if its a little bit vague like that,then youll want to look at,some of the next steps that ill talk,about but first start with whatever your,hr team is saying you should be,including,make sure you hit on all of those points,and you address everything thats in,that,and if they give you a format or a,layout or something that you should,stick to,make sure you stick to that some people,want to see just a few bullet points and,be very succinct they dont want a lot,of,long written evaluations and then,other employers may want you to have,something thats,way more detailed and just a lot more,information so just make sure youre,looking at whatever,is the guidance so in order to do a good,evaluation on yourself you want to,really be soliciting feedback so whoever,youre working with all of your,people that youre reporting to and,other peers that youve worked with so,if you are in public accounting and,youre working in an engagement,other people in the engagement teams,that youve worked on um or,outside of that if youre just you know,you have a senior,or you have a manager or honestly even,people who have just worked alongside,you who are at the same level other,associates,if theyve worked with you on projects,or if theyve reviewed your work in any,way,youll want to just solicit feedback and,this is really something you should be,doing throughout the entire year you,dont want to wait until its time to,sit down,to do your evaluation to determine what,people think of you of your performance,how youre doing and you dont want to,try,and do all of this at the same time,because then its easier for you to,leave stuff,off and it might be harder for you to,remember some of the key accomplishments,that you had throughout the year so best,practice,obviously is to be updating throughout,the year but,obviously this is accounting and in the,real world we get very busy in,accounting so,thats not always as easy as it sounds,so if you are going to be sitting down,for the first time,in several months to do your evaluation,of yourself,be sure to reach out to some of the,people on your team the people that,youve worked with,um closely and solicit some feedback,from them and you want it to be as,honest as possible so once youve gotten,down the format you know kind of what to,include in your evaluation and youve,gathered all of your feedback,you want to go ahead and start writing,your evaluation,some of the things you want to focus on,are starting out with prior period goals,so if this is your first year or your,first term,i guess with this company or in this,role and you dont have,prior goals to reference then obviously,this wont apply but if you,are this is your second year or now if,its,an annual review and you did a mid-year,review just look back to whatever the,past period was,what were the goals that you set out and,how did you accomplish those did you,accomplish those number one so youll,want to include that in your evaluation,so if you set a goal last month,i know when i was not yet a cpa one of,my big goals was,to accomplish getting my license and,passing all of the exams,so once that goal was accomplished i,made sure to include it in my,evaluation on the next period so you,just want to look back at your previous,evaluation and your previous assessment,just look at that and look at all of the,goals that you set out and see,how well you stacked up against those,goals if you if there were some goals,that you listed in a prior period,that you did not quite hit on or you,didnt quite,accomplish youll want to be sure and,address why that,didnt happen you want to address why,you didnt accomplish them,and then next you want to detail how,youre planning to accomplish it moving,forward,so once youve touched on all your prior,period goals you want to also,include in your evaluation some of your,new goals so what are your goals for,this period,or for the next couple of i guess if,this halfway what are the next two,quarters,goals so for the rest of the year how,are you going to,get how are you going to accomplish,whatever it is you set out at the,beginning of the year that isnt yet,accomplished and how are you what else,are you looking to accomplish now that,youre halfway through the year,things have changed weve made some,adjustments,what are your new goals so youll want,to be including that,in the assessment as well so when youre,doing your new goals in your evaluation,you want to be kind of separating them,out between,categories so i like to have two,categories where im focusing on,one being like professional skill sets,things that are very particular to my,role and then the other being like,soft skills emotional intelligence that,kind of thing so an example would be,if you are looking to move up say youre,in a in an associate role,in your current role and you want to,move up into a senior position and you,want to demonstrate your worthiness of,that,you could say um and this is stuff that,you,need to actually be planning to do but,maybe there is a certain software that,you know,you need to or a certain certification,that you know you need to,get or learn before youre able to,really excel in that next role that,youre trying to go to so,you want to first be looking at that,role looking at what that role entails,so if that next role if the senior level,position requires maybe like a,black belt and lean awareness or you,need to get some type of certification,and,tableau th

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Performance Review Tips

Hey Ambitious Professionals! Its Linda Raynier of lindaraynier.com guiding you to a,career and life youll truly enjoy. And in todays video Im going to teach you my,five steps on how to prepare for a one-on-one meeting with your manager or,boss especially if its a performance review meeting and youre wanting to,request either a salary increase a promotion or a special project to work,on,now as a career strategist Ive had the honour of being able to help numerous,professionals land their dream job offers and if this is something that,youre interested in working with me one on one I can give you details about that,at the end of this video now when it comes to a performance meeting with your,boss or manager there are several things that you need to be aware of before the,meeting during the meeting and after the meeting so here are the things tip,number one before the meeting prepare your value and accomplishments stories,ahead of time in order to convince your boss or manager that you are a strong,performer at your work and that you deserve whatever it is that you plan to,request of them you need to have clear quantifiable achievements to be able to,articulate to your manager in the meeting and so to help you with this,process some questions that you can ask yourself involve what have I done in the,last year or six months that have been beyond my typical daily duties and tasks,then ask yourself what was the situation surrounding those events what was the,problem or issue that people were having to deal with how were people in the,company feeling about this situation including yourself then ask yourself,what action steps did I take and dont be overly detailed talk about it from a,high-level perspective what were the key phases or the key steps that you,implemented and then finally ask yourself what were the results be clear,hopefully theyre quantifiable results that actually show a vast difference,from the situation before to what you ended up helping to achieve tip number,two before the meeting is to make sure that you are clear on what you plan to,request now this is pretty obvious but if you plan to ask for a raise or you,think you deserve a promotion or you want to ask for a vacation or you want,to ask to work on an important project just be clear about whatever that thing,is that you want to request obviously before you go into the meeting now lets,get into the steps that youll do during the meeting step number one listen to,what your boss or manager has to say generally theyll start off the meeting,with an agenda or purpose of what they want to discuss with you so dont be the,first to speak let he or she say theyve planned to say and you can just,sit back and listen now step number two is to assess whether its the right time,to move forward with your request or stop to ask for constructive criticism,where some professionals go wrong in these performance reviews is that they,have a complete opposite perception of their own performance compared to what,their manager has of them depending on their personality for some of you,professionals either you think that youre doing way better than what your,manager is perceiving you to be or you feel that youre doing way worse than,what your manager perceives you to be doing now depending on whether the,feedback is positive or negative you want to adjust your game plan,accordingly if your boss or manager had nothing but good things to say about you,and gave you a great review then you can proceed to step number three which is to,articulate your value and accomplishments now if you just got a,negative performance review then you want to pause for a second and you want,to ask your boss to explain and give specific examples or circumstances that,prove what theyre saying and that justify your performance review and this,isnt a time to argue its a time to listen intently and even take notes if,you can so heres the thing if you are in a performance review meeting and,youre getting negative feedback from your manager then instead of making your,request which you had planned to initially you want to put that on hold,and instead be able to walk away from the meeting with a clear plan of action,ask your manager to provide you with his or her expectations for what they want,of you over the next six months for example and make sure that you,understand exactly what those objectives are what you need to do to achieve those,objectives or exceed those expectations so that you can get your performance,back to a level that is positive so that then at that point in time you can make,your request now for those of you whove gotten positive performance reviews then,step number three is to articulate your value and accomplishments so youll,start out by saying something along the lines of as you know over the last year,or X number of months Ive been able to demonstrate my value and accomplished,several achievements that have been above and beyond my role and from there,go into your exam so start describing the specific,instances where you have gone above and beyond the situation the action and the,results from those make sure that your brief and concise and really only bring,about the accomplishments that are the most important so dont go overboard and,start talking about more than four or five accomplishments in a row and,finally step number four make your request youll then say as a result of,the value that Ive been able to demonstrate to the team and the company,Id like to request link and state your request there then the next thing you,want to do is be silent just look them in the face with a pleasant expression,on your face and see how your boss or manager responds and then after that,step number five is to ask for next steps and their expectations of you so,your boss will likely have said okay well let me get back to you on that and,then your response will be okay so can we talk about next steps and,expectations for the future you want to leave the meeting with clear,expectations of what your boss or manager has for you for the near future,so do you dont want to leave the meeting without having an understanding,of what those are that way in order to maintain your level of performance,youll be able to create goals and targets for yourself that match to the,expectations of what your boss requires of you also you want it ask them for the,time frame for when theyre gonna get back to you on your request just so that,you have that in mind and that you can hold them accountable to to make sure,that they get back to you after the meeting you want to do a few things one,thing is to send a follow-up email detailing the items that were discussed,in the meeting and thanking your manager for their time you can start it off by,saying thanks for meeting with me today and for providing my performance review,I plan to implement the steps and achieve the targets we discussed and I,look forward to hearing confirmation for my request so there you have it those,are my tips and steps on how to prepare for a performance review meeting with,your boss or manager now if youre someone whos been on this path of,searching for a new position you want to make a career change youve been looking,for awhile but you just havent had much luck and youre ready to get one-on-one,professional help then feel free to reach out to me head on over to my,website lindaraynier.com/standoutgethired,read through the page fill out the application form and if we feel that,we are a match then one of my team members will reach out to you directly,if you liked this video then please give it a thumbs up subscribe share it with,your friends thank you so much for watching and I will see you next time

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Employee Self Evaluation

at the beginning of an annual evaluation,cycle it is a very good practice for you,and your supervisor to meet in order to,set your goals for the upcoming year you,will be evaluated on these same goals at,the end of the evaluation cycle in,addition to these goals you will also be,evaluated on preset competencies the,self evaluation portion of a performance,evaluation provides you with an,opportunity to share your perspective,with your supervisor of how well you met,the criteria that was predefined for,each competency and goal you will be,able to rate your performance on every,individual criteria for each section,each section will also have an overall,section summary rating where you can,enter your overall performance rating,for the specific section and a comments,box note that not all agencies use the,self evaluation process and some,agencies may not use all sections listed,in the evaluation process after the,manager rater enters the performance,criteria into an evaluation document you,will receive an email notification,stating that you are able to view your,finalized criteria and that you can now,complete the self evaluation portion of,the performance evaluation process,navigate to your performance evaluation,via my ohio career resources my,performance documents current documents,click the document type hyperlink for,the appropriate document type click the,start hyperlink next to the complete,self evaluation step click the expand,all hyperlink to expand all sections,assign ratings to the statewide,competency by clicking the appropriate,radio button and type related comments,into the comments field the state of,Ohio defines competencies as measurable,patterns of knowledge skills and,abilities and other characteristics,designed to reflect the behaviors in how,employees complete their assignments,some competencies like customer focus,apply to every job in the state others,like repairing and maintaining,electronic equipment only apply to,specific jobs if you would like to see,the definition of each rating click the,rating description icon either assign,the rating by clicking the appropriate,radio button on this page and then,clicking the select proficiency button,or click the return to previous page,hyperlink to rate the competency there,assign ratings to each agency competency,by clicking the appropriate radio button,and type related comments into the,appropriate comments field if an agency,chooses to rate all of its employees on,specific competencies in addition to the,statewide competency those competencies,will appear in this section this section,is optional so there may be no,competencies available to rate,assign readings to each individual,classification competency by clicking,the appropriate radio button type,related comments into the appropriate,comments field classification,competencies apply to all employees,within a classification regardless of in,which agency they work,next assign a rating to the competency,summary section by clicking the,appropriate radio button type related,comments into the comments field the,competencies summary section summarizes,all individual ratings recorded in,section to statewide competencies 3,agency competencies and for,classification competencies,next assign ratings to each individual,goal or performance expectation by,clicking the appropriate radio button,type related comments into the,appropriate comments field goals are the,improvements you should make to your,work activities or the products you,create that could help you make a better,or larger contribution toward achieving,your agencys purpose improvement goals,can be different for different employees,performance expectations are the,expectations for work product quantity,quality timeliness and results that,apply to regular and routine job duties,performance expectations are the same,for every employee performing the same,job goals and performance expectations,may be set by your supervisor agency,management or statewide Management,finally a sign of rating to the goals,and performance expectations summary by,clicking the appropriate radio button,type related comments into the comments,field note that section seven summarizes,all individual ratings recorded in,section six goals and performance,expectations click the Save button at,the bottom of the page you will then,receive confirmation that the changes,have been saved if you wish to print the,document click the print icon it will,open a PDF version of the performance,self evaluation document that you can,either print or save to your computer,click the complete button a new screen,will appear with a prompt to click a,second complete button because you will,not be able to edit the document after,you complete it this second complete,screen is your chance to return to the,document if you are not actually,finished with it if you wish to return,to the document click the cancel button,instead of the complete button click the,ok button the document details page will,automatically display the status for the,complete self evaluation step will,change to completed you will also,receive a confirmation that the,evaluation has been completed,you

Writing Performance Reviews • Lesson 1

as a manager or supervisor one of your,most important jobs is to make sure your,employees are doing the right work in,the right way that includes helping,employees improve improve their,performance and when its appropriate,helping them achieve their career goals,so well written clear accurate detailed,performance reviews have become even,more employee important as the employer,employee relationship in our society,becomes more regulated and there are,even more lawsuits filed so performance,documentation improves the performance,of employees and if it follows the,criteria in this book it actually helps,improve performance so more and more,companies have moved their performance,review systems online and the forums and,ranking systems have become more,complicated but even though their store,stored and filed electronically the,feedback thats essential for,performance improvement is still written,and generated by real people so your,system is unique to your organization,and this course is not designed to teach,you how to use your system but it will,help you understand why its important,to write performance objectives reviews,appraisals and other performance,documentation thats clear its,descriptive objective and acceptable and,this is also a transferable skill so,writing clear complete descriptive,performance reviews will help you write,more effective email reports proposals,and other kinds of business documents so,welcome to the right Atwell Academy,write it well has been working in the,field for 35 years with Fortune 500,public utility companies local,government nonprofits and individuals,with the ultimate goal of helping people,communicate more effectively we offer,trainings coaching editorial services on,a wide variety of writing topics,including email performance reviews of,course reports,general business writing and again our,pot we offer a process that you can,follow as well as sentence level,suggestions so that you leave a clear,consistent professional image with,everyone who comes across your writing,our also our focus is to save you time,as you create these documents and to,improve your results for again every,email your resume perhaps or cover,letter report proposal a presentation,anything thats important you can follow,the tips and tools that we offer to help,you get the results that youre looking,for so specifically today were going to,be talking about writing performance,reviews as well as otherwise known as,appraisals reviews objectives and other,documentation thats clear descriptive,objective and acceptable in todays,workplace as we know professional,athletes rely heavily on feedback and,use it constantly to improve their,performance same idea applies with,performance reviews giving our employees,specific coaching feedback will,ultimately help them achieve their goals,and help us achieve our companys goals,as well but lets remember why this is,important so if you could please take,out a piece of paper maybe its a,scratch pad next to your desk and draw a,line down the middle creating two lists,on the left you have manager and then,the right you have employee now in each,section write down two or three ways,that writing performance reviews is,helpful for managers on the left and,floor employees on the right,so on your list for manager you might,have listed some things like its,important for staff to have feedback,about what they did well and of course,what they could improve you might want,them to focus more on the on different,specific tasks especially those that are,working for the organization you might,some point want to promote them so you,want to make a record create a document,of what they were doing well so in case,somebody else reads that document at,some point they have a good sense of,where the opportunities were and where,you had focused as a manager and to,transition again in case there is a,change in management as an employee you,want to know what it was specifically,that you were doing well and you,probably do want to know where you can,improve if youre hoping to grow in the,organization you might want to get some,feedback about what your growth,opportunities are and document some,opportunities for professional,development as well but theres always,some resistance around writing,performance documentation and probably,around the review process in general,there are some challenges inherent in,this in this or in this process what are,some of the challenges some people find,it difficult to find anything at all to,say when it comes to the end of a,performance cycle some people find it,very difficult to keep emotion out of,the review some people cant remember,anything specific what are some other,challenges you might have thought of so,at the end of this course youll be able,to state the criteria for acceptable,performance documentation youll be able,to identify documentation that meets or,fails to meet those criteria youll use,specific clear objective terms to,describe performance and youll support,your conclusions ratings recommendations,and actions with descriptions and the,examples and youll be able to write,objectives in standards that meet the,criteria our agenda for our course,starts with writing performance,objectives and standards after that,well move into criteria for acceptable,performance documentation our third,lesson focuses on descriptive language,another transferable skill it will help,you write email reports all kinds of,documents using descriptive language our,fourth lesson focuses on explaining and,supporting evaluations and decisions,when youre ready to give someone a,specific ranking within your,organization you want to make sure that,you have all the data to back up that,evaluation and decision and our final,lesson will focus on writing,descriptions that are specific and,complete that include all the,information the reader needs but how do,you collect performance feedback if you,have an entire performance cycle you,want to be collecting information as I,said earlier a performance conversation,never includes any surprise information,so essentially at the end of your cycle,youre collecting all the information,that and putting it in writing,information that youve shared along the,way so how do we collect it ideas they,might include internal or external,client feedback maybe direct or through,a survey peer interviews again direct or,maybe through a 360 degree performance,review process you may have subordinate,interviews also perhaps utilizing a 360,degree process you may have a self,review that includes some feedback youd,like to include some results achieved,against the against objectives something,that well talk about in this course and,direct observation so documentation,includes everything you write down that,concerns the employees performance,including objectives standards,survey results again comments narrative,that form part of a formal performance,evaluation or appraisal you might,include memos you might have taken some,know,perhaps you even include some data that,youve collected in an app or in a Word,document an Excel document on your,computer or in some sort of online,portal the point isnt how you collect,it the most important point is that you,take time through your performance,period to collect information because,one of the big challenges at the end of,the cycle is sitting down with an,absolutely blank slate,so taking notes along the way and,whatever form feels comfortable to you,will make a big difference in the,quality in the detail and the,description that youre able to include,in a performance review,so as since were not lawyers here today,we just want to make sure that weve,included some legal parameters as you,know performance documentation must be,free from bias so performance,documentation can help you prove your,side of a wrongful termination lawsuit,evaluations must support or at least not,contradict your reasons for terminating,someone and they should not include,promises or guarantees so

5 Most Asked Performance Appraisal Questions With Answers

today I will share five most common,performance appraisal questions with,answers,grab those growth opportunities hike and,promotion that you deserve for your,performance,[Music],so lets straight away jump into the,question number one and that is did you,achieve the goals which were set for you,in the last performance appraisal and,what did you do to achieve them the,answer is very simple you have to adopt,a sar technique s-a-r situation action,and result let me give you an example if,you have set you for yourself three,goals at the beginning of the year that,were signed between you and your manager,now you have to explain each and every,goal by adopting the situation action,and result technique what was the,challenge you were facing how did you,come out of those challenges and what,was the result which was produced,against each and every goal lets say,you achieve two of the goals and one,goal was missed so you did not hide the,third goal you have to say that the,third goal was not met because of these,circumstances because of these,challenges however I am committed and I,am gonna make sure that at the beginning,of this year were gonna achieve this,goal as well,question number two and once again the,most important question what was your,accomplishment in the last year during,your work now the answer to this,question is whatever accomplishments you,have had in the last year you should,have a ready list for that for example,you did some presentation in the,boardroom and you were well appreciated,for that work whatever the project,whatever was the assignment which was,given to you if you have accomplished,that thoroughly you should be prepared,with it number one number two you can,also talk about the the mentoring which,you have done for a co-worker that is,also an achievement if your co-worker,was not able to perform the task up to,the level which was expected from him or,her and you personally helped that,person to achieve that work that can,also be figured out in the,accomplishments number three another,example is that if you have really gone,ahead and done some beautiful project,and help your customer your client to,achieve certain targets certain revenues,where you can quantify the number that,will give a magical impression and will,help you talk about your accomplishments,in the last year question number three,and that is what is the biggest,challenge you have faced last year now,lets say one of your co-workers was on,an emergency leave and you were to go,and wear his or her shoes and perform,the tasks he or she was performing now,keeping that in mind you have performed,a dual responsibility which was always,out of your comfort zone and you have to,learn certain skills to do that job,perfectly and that is the challenge,which you can talk about as an example,similarly you can talk about handling a,tough customer a tough client who was,not ready to believe in the project,which was assigned to you and you went,out of your comfort zone to make that,customer understand and that this,project is important and that got some,great results a revenue which was,unexpected so challenge you have,attacked in this way question number,four in what ways,you think you can contribute immensely,to this organization right now you have,been doing some work since long now this,is the time where you can talk about,your extraordinary career goals which,you have set for yourself this is the,time where you will highlight your USP,and the problem solving attitude how you,can do that you can talk about the,benefits which an organization will get,if you learn some skills which will help,you to develop your career as well as,help the organization to get some more,benefits for example if the company was,planning to hire someone for a new role,that is a bigger Rule and if you can,Garner those skills acquire those skills,and then tell your manager that if I,learn these skills and do that job,perfectly how would that sound to you,that will give a thought to your manager,that this person is having a positive,attitude in a positive approach and,wants to save some cost for the,organization so a dual benefit what are,your long-term career goals and can the,organization help you achieve them this,is the last question which you might,face from your manager right and here,you have to be really clear on your,career goals what do you want to achieve,in next three years two five years lets,say you want to own a leadership,position do you know the roadmap do you,know the steps to reach there if you are,clear you can explain that what should,be done as a Next Step which will take,you there however if youre not clear,you can express your feelings and you,can see the managers help that this is,what I want to achieve in my life I want,to be a leader I want to be in a strong,position after three years in the same,organization can you help me learn those,vital skills which will get me that,position youve got to be very clear,similarly if you want to learn selling,skills if you want to learn negotiation,skills if you want to learn any skill,which is required for your growth you,have to be explicitly clear on that and,well planned go and talk about this to,your manager so that it can be,communicated to the right people and,they can help you grow in your career,goals now this completes your five,crucial questions which might come to,you in your performance appraisal along,with answers this was really to help you,transform your career now if you want to,learn the hacks which helped me go from,an underpaid professional to making a 60,lakh rupees of annual salary and that,too by learning the simple four-step,technique watch out the video on your,screen

Employee Performance Review Template Excel

[Music],hey there its erin with time saving,templates and today im going to be,going over one of our newer templates,that was added recently,the employee performance review template,and,the reason we added this one is because,we have several,templates where,you need to copy and paste a performance,an employee performance rating into it,we have a variable compensation bonus,calculation worksheet that will look,into the performance rating per employee,so you can set up a bonus matrix based,on,their performance ratings and then we,also have the annual merit increase,template and that will also place to,paste in the performance ratings per,employee so that you can also have a,matrix that gives different base pay,increases to the employees based on,their performance rating okay so heres,a blank version of the template and,were looking at the all employee,details page,youll see were starting out blank and,its set up to work with,20 employees so theres a different tab,or page for each employee and theres,also a summary page well where well,start out with you can save as many,versions of the file as you need to i,would say if theres more than 20,employees reporting to one person thats,quite a lot you kind of just need this,to be for whoevers doing the,performance review thats how many uh,how many reviews theyre doing at one or,how many direct reports so im gonna,just copy in some sample data i have,from another file so just employee id,name,date of hire time and position,and location office you can fill that,out im just going to go ahead and hide,it because its taking up extra space,so the next part were going to want to,enter this you can split out weights,between a managers review and if you,want to allow self review or peer,reviews to get a more,uh fuller picture so you could split,this up to be like seventy percent,manager weight and thirty percent a cell,for peer review weight or if you only,want the managers um review to count,towards the final rating you could just,set it at a hundred percent and zero and,you could still have the employees do a,self review,but thats,you would enter everybodys,weights how you want to structure that,here and then all this information is,going to populate,into each employees review tab so the,gray columns are formulas this is going,to update,after we go to the employee tab and do,the review,so im going to go ahead and click to,review number one,and youll see that the information,their id name department everything is,populated here even the weight we,decided between manager and peer so,youll see that it comes with some self,populated metrics but you can completely,change and customize this this is just,to give you a starting point or idea and,i also have a tab for example measures,and skills just to give you more ideas,on what you want to actually be,measuring so you can definitely change,this up and customize it to work best,for,what your company values the most so,that,all of this is editable the weights per,metric are editable and youll see we,have the manager score you would enter,it here the gray cell is a formula and,then you also have a section for the,peer score so if youre having a peer,review or employee self review you could,print this out and and have them enter,it or,share this just be careful when youre,sharing youre not sharing like all,employees information,for this example lets just say were,doing just the manager waiting at 100,and so you would just come in and you,can edit the weights say that we wanted,you know 20,quality,20 job knowledge you could just do you,know two four,six eight,it just needs to add up to 100,so,you dont have to use all these rows,this bottom number just needs to be a,hundred percent so you could do that and,hide the ones youre not using over here,this is only on employee number one and,youre going to want to use whoever you,use whoever you paste into employee,number one in this page you want to try,to use someone thats going to have the,same metrics as majority of people,you can customize the metrics but you,can also choose to,apply this metric to all employee score,cards so everythings defaulted to yes,and that just means that as we click,over here,were gonna have the same,same metrics here so say that i,actually wanted to remove these and then,its just gonna have the first five on,each employee tab so you can have the,metrics that you set in employee number,one apply to all 20 pages and that saves,you time on entering the the example the,metric and that sort of thing but you,also dont have to do that if you set it,to no then were just gonna,then its just gonna ask you to then,enter the metrics on each page here im,gonna go ahead and enter a few scores,you can use this on a scale of one to,five one to ten it is meant to be,numeric thats,kind of important thought its a one to,five scale,and just going to enter some numbers,here and so,that if you scroll to the bottom that,gives us a total of 3.8,and its also going to show the 3.8 up,here at the top based on the,what weve entered for the manager score,so thats how you would do each employee,page,and this note where i reference adding,any new metrics thats if for example,we wanted employee one to have,these four metrics but then employee two,we want to use something else maybe we,want to use,organizational planning and oversight,for employee number two,im going to paste that in here,type some examples,actually let me put one more staffing,and delegation say employee number two,is a manager and the first employee,number one was not so youre going to,want different metrics say,4.5 so then its going to give me the,4.25,final rating and were going to want to,add these new metrics that we added in,employee number two,into our criteria summary in this green,part where it says add new metrics here,this is just going to help us track so,we can see each employee what they,scored in which metric and then were,also going to be able to have a summary,page,showing where the company is scoring,the highest per metric its going to be,here in the overall summary so were,going to have average,ratings per metric so that you can see,kind of,overall,where the people falling so thats how,you would fill out the individual,scorecards and as you go back youll see,that proposed performance rating is,populating for the first two employees,and its showing the manager rating we,didnt do the employees or peer self,rating but it would populate here if we,did that now something i didnt go over,yet is this proposed rating category,theyre both falling into the four dash,advance that is something youre going,to want to set in overall summary so,youre going to want to say the low and,the high and what you want to label it,for each one you can fill this this,entire chart out so it can work up to 10,ratings categories so,theyre both falling into four because,we set if someone scores a 3.51 to a 4.6,then theyre falling into 4,or advanced you can name this anything,you want you can leave the 4 out you,could just put advanced the you just,have to have a number,in the low and high column so that were,able to to assign the label and then,were going to look at expected versus,actual and,so you can put in your expected,percentage per ratings category so how,many you would expect to see in you know,unsatisfactory developing proficient if,you want to try to get,like a bell curve distribution of,ratings,and,these gray columns will populate with,how you determine to label it in the,chart above and also the actual ratings,will populate from,youve entered so its showing that we,did performance review for two employees,but we do have a total of four,so were still have two more to go and,both of the two employees are falling in,too advanced,so we havent finished the other four so,its only showing 50,percent we havent finished the other,two that need to be reviewed so,thats basically how it works and the,hyperlinks will help you,navigate through the 20 different tabs,for each emplo