How an employee perceives her job performance may be quite a bit different from the evaluation her supervisor gives. This is often the product of unrealistic expectations, a need for additional training, communication problems or simply a manager's detachment from the day-to-day interactions and challenges of the staff he supervises. An employee self-assessment evaluation is not only a chance for a worker to take more ownership in the position she holds, but also to clue in management on what she needs in terms of tools and support to help her do her job better.
Open a new document in Word and center the title "Self-Assessment Evaluation" in capital letters. Below this, you may want to include the name of the management division followed by the name of the company. This won't be necessary, of course, if the document is going to be printed on company letterhead.
Insert two hard returns. At the left margin, vertically list the following items: "Name," "Title," "Date of Hire" and "Review Period." Place a colon and five spaces after each of these items. If you are using Microsoft Office Word 2007, click on the "Developer" tab on the far right at the top of your screen. In the "Controls" box, click on "Legacy Tools." This will bring up a menu of icons that allow you to create fill-in forms. The one you are going to use for this step is the one that says "ab." Click this button at the fifth space you created after each of the entries above and this will produce a gray, rectangular box. Note: If you're using a different word processing program, you'll need to click on the "Help" button and search for "Create a Form."
Center the title "Job Performance" in capital letters below this section. Beneath this title and approximately two-thirds of the way across the page, horizontally list the following grades: "Poor," "Fair," "Average," "Good" and "Outstanding." Return to the left margin and vertically list the following factors: "Work Habits," "Communication," "Organizational Skills," "Leadership," "Safety Practices," "Personal Attributes" and any other elements that are specific to the job duties being performed.
Review Step 2 to return to the "Legacy Tools" function. This time, select the icon that has a check inside a box. Place a series of five horizontal check boxes after each of the work practices you have identified so that one is centered under each of the five possible grades. This will allow the employee to check which grade she feels best reflects her performance at work.
Provide clear instructions beneath this section that any element that is checked "Poor" or "Outstanding" needs to be supplemented with a written explanation and brief examples that can be used for discussion during the oral portion of the evaluation.
Center the title "Training Needs" in capital letters below the grading section. Instruct the employee to either identify the type of training she feels she needs to improve her current job performance. Examples could include Spanish language instruction to be able to communicate more effectively with agency clientele or specific workshops that could take her to the next level of professional development.
Create a section entitled "Career Development Plan." In this section, instruct the employee to identify definitive action steps that will enable her to reach her career objective. This section should also include a reasonable time-line for completion of goals.
Define how the self-assessment evaluation form is going to be used as a tool for future growth within the organization. Explain how it will be used to supplement oral evaluations, who will have access to the content, and the steps an employee can take if the evaluation she completes is inconsistent with the evaluations subsequently or concurrently provided by a supervisor.
Save the document as a template. For each evaluation, the supervisor will be responsible for filling out the elements addressed in Step 2 and the employee being evaluated will be responsible for filling out the rest.
Another approach to self-evaluation is to do an essay format.