Our company asks all employees to complete a self assessment come annual review time. My self assessment is due to my manager at the end of the month. Although I've had the form for over two weeks, I've yet to draft anything on the form. I dread this time of year and never know the proper and/or professional way to approach the self review. Do I highlight all of my accomplishments or only a handful? Do I fully admit my errors? If I admit any downfalls, will my merit increase be considerably lower than that of my co-workers? As my manager has now close to 20 reports, I have a strong feeling that many of my individual contributions will go unnoticed. How might I best position myself appropriately without looking like I'm boasting?
Most organizations offer self assessments as part of the annual review cycle. Whether or not this approach is perceived as favorable, depends on the individual. Some employees view this process as a way for leaders to delegate the task to their subordinates, as certain managers simply cut and paste the information from the self appraisal unto the main review form. Other employees appreciate the opportunity to voice their opinion, as they may not expect their leader to remember or even acknowledge all of the good work completed throughout the year. You are asking a common question and one that should not be taken lightly. Completed review forms are not only useful when factoring merit increases, they are also utilized at other crucial times within your employment, for example during a promotional opportunity or on the flip side, when a negative action is taken against you. Most mid to large size employers now offer these processes electronically, which can be easily forwarded and saved for future need.
Here are my thoughts relative to your questions. I personally believe in completing the self review to the best of your ability. Try and not assume the cynical view of "doing your boss's job" but rather utilize much thought and consideration when highlighting your achievements from the prior year. Did you capitalize on your objectives? Which ones specifically? Did you partner well with others on any projects or team initiatives? What was their overall return for your organization? Did you mentor or train another co-worker or subordinate or potentially promote anyone during the year? If you felt there was one area you could "do over" or would approach differently if given another opportunity, which one would it be? Leaders appreciate honesty and most will recognize your sincerity of admitting your weakness. If your review offers the opportunity to numerically rate yourself, try and not list all "3's" or all "meets expectations." Be selective in your ratings and if you went above the expectation provided, give yourself credit for it. In my internal HR experiences, more often than not, those that are the stellar performers rate themselves below their overall contributions. They rarely wish to take the credit, even when it's due. Those that offer middle of the road performance, have a tendency to inflate their contrbutions, which in the end, get knocked down and create a more uncomfortable review meeting with their leader.
In the end, I would carve out the necessary time during one of your upcoming workdays to complete your self appraisal. Ensure you are free of interruptions so that you can give it the quality time it deserves. Most merit schedules are based on final rating scores, which should in essence, accruately reflect personal annual performance. Having said this, there are always politics and other factors (including annual budget allowances) which can have a direct impact on the overall amount awarded. Nevertheless, it is still best to place yourself in the most accurate, positive light and to offer your leader with various insights reflective of your personal contributions to the organization.
