- 1). Meet with your supervisor to determine performance objectives for the year. Objectives that detail specific performance goals will assist in developing an effective self-evaluation process. The Performance Management and Help Center states that employees rate themselves more strictly than their manager when given quantitative measures with the ability to express personal impact on the result.
- 2). Document work related accomplishments throughout the year. Develop a system where you keep track of projects, action plan completion and accomplishments. Ensure that details such as who was involved, what you developed during the project and the result of the project are recorded.
- 3). Complete a self-evaluation prior to meeting with your manager.
- 4). Collect quantitative data to complete your self-evaluation. Ensure the data is accurate; ask your manager for clarification on specific data measurements if you are unsure.
- 5). Support all quantitative data points with information that supports your personal impact for the result. For example, you had a performance goal of increasing sales by $10,000 dollars per month and had a result of an $11,000 increase. Describe how you were able to up-sale clients into a more expensive contract 45% of the time, therefore beating your sales increase goal.
- 6). Be honest and accurate in your self-appraisal. You will discuss your appraisal with your manager and will need to negotiate any points where there is disagreement on performance. Developing solid supporting information will help you defend your point of view.