selfappraisals

Self-appraisals are a component of performance management in which employees assess their own work performance during a defined period. They provide employees a structured opportunity to reflect on achievements, challenges, and growth, and to communicate their perspective to managers.

Typically completed via a formal self-assessment form or online portal, self-appraisals ask for a summary of goals, outcomes, competencies, and behavioral indicators. Respondents are often prompted to cite specific results, include metrics, describe methods, provide evidence, and assess progress against SMART goals. The self-assessment may also include a development plan or requests for resources and training.

Common content includes goal attainment, impact on teams and customers, problem-solving and adaptability, collaboration, leadership potential, and learning activities. It provides context for ratings and can highlight factors not evident in supervisor observations.

Self-appraisals are usually reviewed with a supervisor as part of a performance discussion and may influence compensation, promotions, or development planning. They can help set expectations for the next review period and identify training or experiential growth opportunities.

Challenges include cognitive bias, over- or underestimation, and limited awareness of external factors. Effective self-appraisals are structured, evidence-based, and aligned with organizational goals; they often follow standardized prompts, include quantified results, and are supported by calibration and corroboration from peers or managers.

Variations exist across organizations; some integrate 360-degree feedback, others separate self-assessment from formal reviews. Privacy and fairness considerations are important, as self-appraisals are usually submitted to managers or HR and may be used in decisions about development and progression.