Does anyone have to write their own performance review? We do, MGMT says they don't have the time so they take what we right tweek it and assign a score to it and give it back to you as your evaluation.

If you don't have to you're luck cause it sucks. I you don't keep on top of it during the year you end up fingers poised on keyboard looking at the screen and trying to figure out what the hell you did the whole year.

To make it even worse you have to write it against a set of objectives and success factors.

Way to much stress for 3%. LOL

I once worked for a small company where we had to write performance reviews on our coworkers (it was usually something like "write one good thing and one bad thing about so-and-so). The boss was a complete moron, and luckily, I was good friends with all of my coworkers. It may suck to have to write a perfomance review about yourself, but I'd rather write my own review than have to review my friends.

The company I worked for in the Bronx before I moved back to Jersey had us write our own performance review. They would compare what we wrote to the performance review they were writing at the same time, and score us based upon what we thought of ourselves and what they thought of us. It was a good method of comparison.

Stefan

Used to work for a couple of different companies that did that, and generally used it to bash the sales force with (I am in Sales) as they do not care what you say,,,,they have their minds set already! LOL

Charlie

Once you make E-6 in the military it's pretty much like that. Or at the least they have you fill out a 'brag sheet' stating all your awards and accomplishments for that year. You get used to it and start writing stuff down all year... if you're smart.

We call them Evaluations (evals) or Fitness Reports (fitreps).

I'll be having a stern talk with myself.

It's either shape- up OR ship- out if I don't listen.

What a bastid I am.

Hensed exactly the way we do it here. I am working on mine now but forgot to update my objectives.

Our objectives are set at the begining of the year which makes no sense because then you're only measured against what is forseen through the year not what actually happens. I have two 2005 objects on projects that were pushed till 2qtr 06. We usually have 4 categories of objectives that are weighted equaling 100%.

Then we have these success factors that carry another 40% which are tied to company performance.

I just don't like the whole thing, I'm a reasonably humble person and I'm not comfortable with the process.

I've already had the talk with myself about work performance. I told myself to spend less time on CBid so I'd be less distracted while at work. Then I saw this thread and...

Marty, you're right on as usual.

We can't help ourselves.

It's all Cbid's fault!!! LOL!

The late, great Peter Drucker wrote that this style of performance review is all wrong. I used to do them this way, but don't any more.

Drucker's point is that this model is the "clinical" model derived from psychotherapy. The boss ("therapist") sits down to tell you ("patient") what's right and what's wrong with you. This relationship is all wrong for workplace dynamics.

If any of you find yourself in position to change or eliminate this method of employee evaluations, please do so. You won't regret it.

seems to be the standard IT model.

Set at the beginning of the year but we are responsible for updating it quarterly.

Get to Know them.. Performance Reviews that is.

January = P. R.

years ago, when I was first given the opportunity to "manage" others, I used to ask then to complete the same review worksheet for ME, as I did for them. I thought it would help me identify my weaknesses.

Turns out my weakness was listening too often to people who worked for me.....stupid rookie mistake.

Now, my stance had been, "I am open to any of your suggestions and ideas, but if you get the feeling they are not being taken seriously, its probably because I think they are stupid."

LOL!

I actually had to write my own review once. I gace myself a pretty good one because I had taken on a ton of additional responsibilities without asking for compensation. My boss was an engineer........I got a 2% raise.

I spent the next few weeks developing and sending out my resume, and got a job offer from another company, and almost took it. I told my boss I had an offer; he asked me to hold off.......said he must have made a mistake on the increase, and gave me a 30% increase.

'....Now, my stance had been, "I am open to any of your suggestions and ideas, but if you get the feeling they are not being taken seriously, its probably because I think they are stupid."

Yes Andy-son. You ARE ready for management.

Wax on...................... wax OFF.