Completing The Employee Self-Evaluation: Fill & Download for Free

At several of the places I've worked, self-evaluations are filled out after your review rewards are decided. There just isn't enough time to do it any other way, thanks to the the number of employees involved. Review ratings, promotions, and compensation are decided based upon your manager's current impression of your performance, and how well they advocate for you in a larger forum. In other words, your self-evaluation seldom affects your performance review. At most it dictates the language your manager has to use to write their part of your review, as it has to justify the rating you received, given what you wrote.The best strategy is to make sure your manager - who ultimately decides your rewards and ratings - is always up to date on how you're doing and what you want. The best way to do this is:Be transparent about your goals. Set objectives like an 'outstanding' rating on a review, getting the maximum bonus, a promotion, what have you. Discuss with your manager and make sure they understand this is your goal for this review period. Knowing your goal doesn't guarantee they'll make it happen, but it does ensure your manager will fight for it if it's warranted, and be armed with information to do so.Understand the requirements for your goals. Many times there are guidelines for promotion, exceptional ratings, etc. These are NOT checklists, even though they look like it. They give a rough idea of typical requirements. Look at these requirements for your goal, and make sure you and your manager agree on where you do and don't meet them.Give easy-to-read, relevant, frequent updates. Every week or two you should either have a 1-1 with your manager, update them on your progress, or both. Don't give a laundry list of how you spend your time. Talk about what you've delivered, what you're preparing to deliver, and any road blocks and how you're clearing them. Always include a suggested solution when you raise a blocking issue. "I'm not getting the help I need. Can we get a formal commitment from team Y to kick in resources?"When it comes time to write your self-evaluation, it'll be straight forward with the information you gathered throughout the year, and the updates you wrote and sent to your manager. And your manager will already have the information they need to fight for you, when they actually needed it.

Until February 2017, I was working for a small US based IT company in Mumbai. I’m basically from Hyderabad. My Company had their own Product developed on java. I was a Lead Java developer. I worked with this company for almost 4 years. I was the core person who developed most of that product. Product got released last year and the company had couple of leads and they were in a very good profits.Suddenly, My Managing director called me into his cabin and started discussing all the things about the company, its profits, investments, e.t.c. and ended up saying that they had some financial problem. He asked me to resign officially and released me from my position in 3 days. They Gave me 45 days paid salary as a compensate.I still remember that day, i went straight to a near by park sat down for couple of hours, self-evaluated a lot of things, Nothing was going into my mind. I was in so much panic. Not sure how people gonna treat me if they get to know about this.I went back home and discussed the same with My Wife, had a call with my Mom and Dad who were back home in Hyderabad. They were in shock and my wife started crying. I have a 3 month old baby girl when this thing happened.For next 2–3 days, i was just at home spent time with my little baby, tried to talk to all my friends over phone call and discuss my situation. Shared resume’s across the network i had . Friends mainly. Naukri, Shine, Timesjobs everywhere i had my resume updated.Me and My wife decided that we will first relocate to my Native Hyderabad, spending single month in Mumbai with out income is a big expense. We had small savings which will help us survive in hometown with out income for 5–6 months.In 10 days, i relocated my family completely to Hyderabad. Met few friends, most of them were ready to help me financially, and few of them referred me to their companies for job.Luckily, One of my friend gave reference for a position in his company in Hyderabad. Got a call from HR and I requested the HR to schedule my interview in 2–3 days, I prepared for interview so much as i had to crack it. never in life i prepared soo much, not even in school and college.Finally, I went for the interview. It was a complete day process with 3 rounds.Luck favored me here and I had experience in all the technologies they were working on. Interview went really well. Cleared all of them and Successfully got the JOB Offer.In just a week time i was offered with a good hike on top of what i was earning in Mumbai. With out no second thought i have accepted it.I’ve joined the new Company in Hyderabad in April 2017.Now i’m in my Home Town, With my Family( Joint family), saving all the rents and other expenses i had in Mumbai. Spending almost every week end with my childhood friends.Now i think, Everything happens for a good reason!That’s my experience of losing a JOB!Edit:1 Thanks a lot guys for your support in the comments, I just thought to share my experience and your blessings and comments really touched me. Made my day!My Wife is currently a home maker taking care of baby. She is also a post graduate, she will start her career soon and My Baby today turned 10 months old.Edit2: Thank you everyone for 10K upvotes. WOW!Thanks a lot guys.

A thorough employee performance evaluation is not complete without employee self-evaluations. While some may think that a self-evaluation is nothing but another tedious step that adds more paperwork and time to an already arduous performance appraisal process, it is in fact a critical step toward making the appraisal more effective. Properly executed with the right tools, self-evaluations can provide many key benefits to your organization. They help make your employees more engaged in the appraisal process while giving your managers a wider perspective when it comes to their team members’ individual performance and motivations. All these result to effective discussions not only about performance, but also about the team’s priorities and each employee’s individual challenges.