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 Support
Provide administrative support to faculty and staff members.
Coordinate faculty/resident rotation for onsite and remote locations
Performance Categories
ASSESSMENT OF JOB KNOWLEDGE
EMPLOYEE SELF RATING: 3
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 JanuaryFebruary 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/