Appraisal Guidelines

For Appraisee:

Before completing the Employee Self-Appraisal form, read it carefully to familiarize with its scope and nature.

Self-appraisal provides you with the opportunity to step away from your job and consider your performance with fresh insight.

Be positive and open. While we all have the tendency to be overly critical of ourselves, this self-appraisal is meant to bring out your positive qualities and consider areas for improvement.

In the same spirit, give constructive suggestions to your immediate superior when it applies. When you cite an area that needs attention, offer suggestions for improvement.

Take sufficient time to complete your self-appraisal. It is one of the best opportunities you have to freely discuss your work with your immediate superior.

For Appraiser:

1. The immediate superior and employee meet to discuss the Employee Self-Appraisal form, review the steps involved in the appraisal process, and establish goals for the upcoming appraisal period.

2. Schedule the appraisal meeting in advance, allowing sufficient time to prepare for the meeting. Select a time free of stress for both participants. If possible, hold the meeting in a room that is neutral ground, not in the immediate superior’s office where interruptions could occur.

Discussion of the completed Self-Appraisal form is a critical part of the process. Allow adequate time for the meeting. Recognize that the review process is a high priority. It is designed as a constructive and cooperative process. It relies on two-way communication. Its primary emphasis is to foster development and growth.

1.Ask questions and listen. Be open-minded to the information and opinions presented.

2. Discuss strengths. This will sustain and reinforce high performance.

3. Make suggestions constructive. When you point out a need for growth or change, offer suggestions for improvement.

4.Consider each other's point of view. Remember each person will respond differently in an appraisal meeting.

5. Keep comments job-centered. Avoid discussing personality unless it adversely affects job performance or your department’s operation.

6. Schedule a follow-up meeting to discuss the final version of the appraisal form.