COMPLETING YOUR SELF-REVIEW • Crucial component to providing a “complete picture” of your performance • Provides you a moment to pause and assess your own achievements • Opportunity to distinguish yourself and show how strong your contributions are • Chance to address areas for development and improvement • Prepares you for your interaction with your manager to help make the performance evaluation meeting a conversation! Your self review is a key part of self-development allowing you to take time to reflect on your successes and challenges, and your lessons learned. Use all the space/features provided in the form to tell your story. Your supervisor may not remember or be aware of some of your accomplishments and success. You’ll be much happier with the end result if you give yourself time to reflect and carefully write your self-review. 1 • Business Goals • Performance Review Form • List of Projects Completed / Special Tasks / Career Highlights • Meeting Notes • Accolades Prior to writing your self-review you should gather the materials you will need to complete the process. During the beginning of the fiscal year, your manager provided you with 3-5 business goals. These goals will need to be added to your self-review. Any notes from meetings you have had with your manager, accolades from colleagues or letters from customers or vendors should be gathered together as well. The Performance Management SharePoint Site contains tools you may find useful as you begin to write. Once you receive your Performance Review Form from your supervisor, you should start to complete the evaluation. Waiting to begin writing at the last minute is seldom helpful. 2 mySUPERVALU > HR Self Service Portal > My Career Tab > Performance Competency Definitions – Also linked within the review form in the competency section, this document will outline the behaviors associated with each competency. Competency Behavior Reference Guides - this guide allows you to read through specific behaviors that define each competency. Each behavior is further defined in terms of what it looks like on the job when an employee is highly effective, meeting expectations, or needing improvement. 3 Measurement Goal Description -Enter how successful completion of this goal is to be measured (i.e. deadline, successful rollout, etc.). Best practice: Distinguish between the measurement of a CME and CMOE rating. -Enter what the goal is. This area is intended for the business goals you were given at the beginning of the fiscal year. Self-rating Result -Enter the result of the goal. Was it successfully completed? Is the goal still in progress? This area is designated to describe the outcome of progress on the goal. -Self-rate your completion on the goal based on the measurement of what successful completion of the goal is. Business Goals: These are the goals for this fiscal year that you have been working on, and will now reflect on in your Performance Review. If you have not already done so, you will need to enter your goals within your review form. Measurement: you should identify what the measurement for the goal is/was. The measurement is how successful completion of the goal is to be recognized. Result: The result area of each goal line is intended to document the outcome of progress on the goal. Completion of the goal is determined by the measurement. Was the measurement achieved or not achieved? This area can also be used to identify what progress on the goal has been made. Perhaps for business reasons, this goal had to get delayed – those items can be documented here. Self-Rating: Finally, we have the self-rating. In the employee rating line, you should self-rate your performance against your goal. Again, performance against your goals should be measured based on the identified measurement. 4 Goal #1: Develop and execute a quarterly relocation expense report. Measurement: • By start of Q2, a standard report including all relocation cost will be available for distribution to cost center owners • By Q3, add one analysis feature to the report that increases user effectiveness. Example: I rated myself CMOE on Goal #1 because not only did I complete a standard report for all relocation cost that is distributed each quarter to cost center owners, I also implemented an additional reporting feature that allows cost center owners to request specialized reports through SharePoint outside of the regular quarterly report. In a brief survey I sent out to users, the functionality of the additional report feature received a Very Satisfied rating and had extremely positive comments. The goal comments section is intended for comments and examples that you can use to justify your self-rating of the goal. Use specific examples when adding in comments. Make sure the comments in this section really show and justify your self-rating. 5 • Competencies are HOW you get your work done & HOW you accomplish your goals • Use specific examples from the fiscal year when rating your performance The reason that competencies are on the review form is because there is an expectation that you will demonstrate these behaviors as you accomplish your day to day work, as well as your goals. The intent behind the competency section on the performance review form is to record specific examples of how you demonstrated these competencies during the past fiscal year. The performance review form only lists the 4 categories circled on the slide. It is important to remember that each category contains several specific behaviors. 6 Competency: Seek Customer Satisfaction Example: I consistently meet expectations when seeking customer satisfaction. For example, in December an internal customer reached out that was having issues accessing the nightly inventory report in their store. I listened to their issue, identified where their concerns were and investigated the cause. I ensured I followed-up with them promptly (within an hour that same day) and let them know what the issue was, as well as how we solved it to ensure they could operate properly moving forward. Similar to including specific examples in the goal comments section, you will need to include specific examples in the competency section for each competency. One example you discuss may cover multiple competencies under the overall category. 7 THINK ABOUT WHAT MAKES YOU PROUD If you have difficulty identifying your accomplishments or special strengths on your self-review, think about what makes you proud in your work. Often these things will help you identify your accomplishments. BE HONEST / BE ACCURATE Be as accurate as possible about your accomplishments. Exaggerations or misrepresentations may impact your credibility. You may want to consider keeping track of your accomplishments throughout the year. USE THE STAR METHOD In self‐reviews, you must write convincingly about your accomplishments, strengths, and skills‐that is, to write about yourself as a “star” performer. To do that successfully, use the STAR method. This method involves briefly describing a situation (S) and task (T), the action (A) you took to accomplish it, and the results (R) you achieved. Be sure to consider actions which fall into these categories when deciding upon your STAR actions: the degree of difficulty, one of a kind, first‐time, high‐visibility, large volume of work, deadlines, competing priorities, innovation required, scope and impact for the work you performed. GIVE RELEVANT INFORMATION The performance review form includes both goals and competencies. Be sure that the examples you give match the category; otherwise, they lose power. Be factual, specific and concise. The self‐review comments do not need to be very long. Summarize and highlight your important contributions. USE SPECIFIC EXAMPLES Specific examples add credibility. Although words like outstanding, dependable, and creative are positive, they do not always paint a convincing picture. Instead of stating that you “always maintain good customer relations,” cite customer‐satisfaction surveys, letters praising your work, and the absence of any customer complaints. BE SURE TO TIE RESULTS TO GOALS Whenever possible, translate your hard work into results your reader will value. Consider “negative data” to illustrate your effectiveness information such as the absence of on‐the‐job violations, lawsuits, and grievances. NOTE THE CHALLENGES YOU FACED AND HOW YOU RESPONDED TO THOSE CHALLENGES Overcoming challenges is an important part of the overall performance rating. Challenges may be technical or interpersonal in nature. They may also involve the ability to succeed despite limited resources or difficult circumstances. Prior to writing your self-evaluation you should gather the materials you will need to complete this process in the most effective way. USE NUMBERS OR METRICS POSSIBLE PREPARE FOR YOUR MEETING During the beginning ofWHEN the fiscal year, your manager provided you with 3-5 business goals. These goals will need to be added to Numbers are concrete. They communicate a clear picture. By contrast, a “large Schedule meetings with your manager to discuss your accomplishments during your youbudget, have had with yourthe manager, accolades from letters customers staff”self-evaluation. may be 20 or 200. Any If younotes are in from chargemeetings of a large staff, or region, year, lessons you learned, whatcolleagues support you or need to be from successful and any use numbers to show how large it is. Alternatively, state specifically how long you training, mentoring or other learning opportunities you would like to take orhave vendors should be gathered together as well. The Performance Management SharePoint Site may be helpful as well as it contains managed it. advantage of. Your supervisor may also be able to support you in reaching your career goals, don’t beForm afraid from to share themsupervisor, with him or her. tools you may find useful as you begin to write. Once you receive yourultimate Performance Review your you should start to complete the evaluation. Waiting to begin writing at the last minute is seldom helpful. The information contained in this booklet was derived from a variety of sources. If you have any additional questions, please contact the HR department. 8
