Gerard McLoughlin

Performance appraisal should be treated as an ongoing developmental process. To enable you to assess your own performance as objectively as possible, try to view it from your manager’s perspective. Make sure you are conversant with the company’s assessment policies

and procedures. Study the performance appraisal documentation carefully. Go through it step by step. Analyse your agreed performance targets. To what extent did you achieve them? Consider your job description, your role within the organisation, your duties and responsibilities. Assess your performance in the light of the problems and frustrations Have you taken on any additional responsibilities or been involved in extra projects? How have you dealt with changes, innovations or unexpected problems? How does your work compare with that of your colleagues? Are there any ways in which can you increase your value to the organisation?

Keep a detailed record of your work-related activities throughout the year. Specify your contributions and achievements, your difficulties and frustrations. If you are unhappy about targets or feel that they are unrealistic, say so sensitively. By documenting your difficulties as and when you encounter them throughout the year you will be in a position during your appraisal to discuss them authoritatively and put them in the context of your overall contribution to the company.