Conference yukon::christian_v7

    I've written several of my own in the past.  Sometimes I do the
    ratings, sometimes not.  I never considered it that big of deal,
    especially since co-workers and management still had input.

    Give yourself a 1.5 rating.  That way it doesn't look like you think
    you're wonderful but you have a honest regard for the work you do.
    If your manager thinks it's too high, have no fear, it will be lowered. 
    
    Just a thought.....
    
    God gives you a 1,
    Janet
    :-)

	If your work involves others, ask them how they feel you're doing your
job. You probably have a good idea on how you are as a worker, but for those
areas where you're not sure, ask. It may help you out a great deal.


Glen

    .0  I understand how you feel.  Having input into your review is
    unquestionably a good thing, but rating yourself????  Now that
    is not something I'd do.  Why?  
    
    I find it to be a set up for failure.. what *if* your boss doesn't
    agree with your rating?  Such conflict should be avoided... and I'd
    approach her/him in that manner.
    
    Nancy
    

They want to know what you think of your own abilities.  This may
or may not sway their judgments and ratings.  They will still be the
ones to rate you.

I view doing my performance review as a mini-resume or mini-interview.
You should highlight your achievements and put a positive spin on your
"areas for improvement."

I wouldn't be too worked up over it.  Consider it a self-evaluation,
but also a means for your manager to compare to what s/he thinks of you.

;-)

Good luck.

Mark

[The following is a response from the anonymous base noter..Jim Co Mod]




Thanks for the responses, I don't mind writing about what I've been doing,
but the "rating" part is hard (especially in categories like "Personal 
Characteristics"!).  I'm not sure how I'll handle it yet, but I do appreciate 
hearing your thoughts and what you do when faced with this challenge.  After 
all it really doesn't matter, since the truth is I'm a disciple of Jesus 
Christ who's just disguised as a Digital employee, and now I've got to guess 
at how well I've been pulling it off!

Thanks again!

I totally concur with .0.  And .6.  And am very frustrated at living in a
different timezone, where the discussion is started and finished while I'm
off-line ;-{

The 'ratings' part of the review is supposed to be where we get feedback on
how we're perceived, which may be different from how we perceive ourselves.
It's where there *is* a difference that we find the direction to learn /
move in.  It is a part of a manager's job to ensure that his staff are
receiving that sort of feedback.  As Nancy said - fine to have your
perspective taken into consideration, but self-defeating to leave it
totally up to you.  I liked Janet's reminder there .... a '1' with God.  
*That's* the one I sometimes feel a twinge of concern about.

Even in the 'normal' situation, where the manager does the review properly 
(as happens in my department), I find it totally against my nature to 
'defend' my progress, if it is seen negatively.  I'd rather let it ride.
Perhaps that's what got me where I am today ;-}  And perhaps I'd better put
this in anonymously, on behalf of myself ;-} 

								Andrew

    Re: Note 698.4 by JULIET::MORALES_NA
    
�    I find it to be a set up for failure.. what *if* your boss doesn't
�    agree with your rating?  Such conflict should be avoided... and I'd
�    approach her/him in that manner.
    
    I respectfully disagree, sis. One purpose of a review (even if it's a
    self review) is to identify areas for improvement. If your boss doesn't
    agree, it provides the opportunity to discuss why there's disagreement
    so that the area can be worked. You may discover that after discussing
    it it's simply a matter that the boss isn't attentive enough to what's
    going on, in which case the boss can improve; or it may be that indeed
    it's an area where you need to work, in which case you can improve.
    
    Conflict isn't necessarily bad. We can use it to grow.
    
    Re the topic in general (hey Andrew, I'm on the left side of the pond
    and the discussion came and went over me too!), I have been doing my
    own reviews - including ratings - for years. I initially balked,
    thinking that my manager was just being lazy. While that may have been
    true, the fact is that I know my work better than my manager does. Who
    better to rate me than me!? So long as I'm honest it's good. There's a
    difference between blowing your own horn (.0's concern with the
    Proverbs verse) and honestly providing feedback about yourself as
    requested by your boss.
    
    	BD�

    ... and if you're lucky, your goal sheet (which you should have input
    to as well) has enough objective elements to it that assigning 1-5
    numbers should be fairly simple.
    
    For example, your goal sheet may say:
    	- Feedback from customer telling how wonderful you are
    	  1 = written feedback saying you're wonderful
    	  2 = verbal feedback saying you're wonderful
    	  3 = nothing bad has been mentioned about you
    	  4 = verbal feedback re some problems
    	  5 = customer has thrown you out on your ear
    
    	- Helped in the development of others:
    	  1 = presented a formal presentation about xyz
    	  2 = presented an informal presentation
    	  3 = have provided occasional help when needed
    	  4 = haven't done anything to help others
    	  5 = have stabbed others in the back
    
    You get the idea. You can put objectively-measurable goals in a goal
    sheet at the beginning of the year, and when review time comes around
    you and your boss can easily decide if you've hit them or not.
    Assigning numbers is a no-brainer.
    
    	BD�