How can you create a successful performance evaluation as an administrative assistant?

I find that keeping a running list of things I have accomplished throughout the year makes a big difference when I begin working on my personal evaluation. It helps me to recall what I have been doing and how it has impacted my employer. This adds to my confidence in sharing the things I have done and the impact they have had on the company. When I create my personal eval, I first list out the projects I have taken on that have met with a lot of success. I'm not afraid of showing how I met the task and the steps I used to complete it. Sharing a wide range of things I have accomplished showcases my talents and that I am not limited in my abilities to just a narrow set of tasks.

The main purpose of self-evaluation is to cultivate self-awareness and help employees forge their own career paths. Self-evaluation process helps to highlight strengths, correct weaknesses, and develop unused abilities of employees. Helps an individual know the extend of their abilities and to improve upon them. An employee must be willing to recognize areas that need improvement. Another purpose is to highlight employee's accomplishments and recollect milestones in their professional development. A good self-assessment should highlight specific tasks and projects that showcases their best work. The criteria of a performance evaluation should align with the core competencies of the organisation where the employee is employed.

1. Set Clear Objectives: Define measurable goals. 2. Provide Regular Feedback: Continuous support and guidance. 3. Use Data-Driven Metrics: Assess performance with data. 4. Recognize Achievements: Acknowledge contributions. 5. **Address Areas for Improvement**: Identify and work on weaknesses. 6. **Discuss Professional Development**: Explore growth opportunities. 7. Be Fair and Consistent: Apply criteria evenly. 8. Set Future Goals: Collaborate on future objectives. 9. Document Performance: Maintain evaluation records.

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Realistic KPI, with data driven metrics Budgets with dollar or percentage goals clearly defined Clearly defined role in major projects with responsibilities and metrics clearly outlined.

Keep track of every project during the year, your contributions, and your successes. Use data to support accomplishments. Document expansion of your role and/or increase in your responsibilities that were based on performance.

Being specific to the employee you are evaluating is important. Recognition and leading with a positive is especially important when needing time address concerns or provide constructive feedback.

When I went through the evaluation process, I found out that the evaluator really didn’t know what I did on a daily basis. To enforce what my tasks were, I created a system of forms to track my daily work. I sat and noted what I did. I noted everything, and was able to track daily progress. Reviewing daily work, I was able refine my processes, by grouping tasks, thus speeding up my daily work. At the end of the day, I stapled the sheets, and stored them in a desk drawer. Whenever something came up, I had the sheet with my notes to back everything up. At evaluating time, I had a stack of paperwork to show what I did during the period.

Often people focus on the negative points when it comes to performance reviews or evaluations. It’s a great idea to keep a ‘good stuff’ file that contains all of the snippets of feedback, great reviews, thanks for a job well done and especially positive feedback from managers. This is invaluable if you’re asking for a pay rise or promotion. Often, people will have a written record of something that has gone wrong but can never remember all of the good stuff through the course of 12 months. Celebrate your strengths and talents and keep a record of all that good stuff - you know you’re good at your job and nobody else is going to blow that trumpet for you!

To write a convincing and credible performance evaluation you need to track your achievements. Jot down what you've accomplished since your last self-assessment. Mention the goals you've achieved. The challenges you've overcome. Any praise you've received from customers or colleagues. It is important to note the date of each accomplishment and also few notes explaining the context. Include facts and figures where possible to illustrate your successes. It's important to keep tract of your accomplishments on an ongoing basis for which you can use various offline or online tools to record your progress and achievements. This will, help you to refer back to them later.

Review the goal you're currently working to accomplish. Reflect whether you're still satisfied with these goals, evaluate your progress so far, and make sure you have a clear plan to achieve them. Mention any new goals, confirming they're clear, attainable, and meaningful. Setting SMART goals will help you to get clear on what resources you need to be successful and ensure your objectives are realistic. You can use a tool to track your goals and review them individually. Also include a time period for your goals, break each goal down into manageable steps, and track your progress along the way. Last but not the least, it is important to highlight how your goals resonates with your organization's values, vision and mission.

I agree that SMART goals are a good thing. However I prefer to break my goals into relatable and achievable priorities and objectives by month. Set 30, 60 and 90 day goals and keep them somewhere where you can see them. Tick them off as you reach them. Progress can then be related back to three month, six month and twelve month goals, which should be aligned with your organisational goals. I often found in the corporate world that people would set SMART goals and then tuck them away until their next review. By that point, if you haven’t achieved them, it’s too late! Keep your goals and priorities visible and achievable.

This tip is important. Don't use your performance evaluation to negatively comment on the company, your supervisor or co-workers. Stick to what you accomplished and spin it in a positive way.

Avoid using the word ‘weakness’, too. There are no weaknesses, just areas for improvement. Be honest and transparent and make sure the language that you use is open, blameless and positive.

This is the top. You only need good social skills and an amount of confidence to your self. Keep a positive attitude combined with a wude smile.

One thing I found helpful is to stay professional while composing self-review, no matter what. In your personal evaluation focus on your job and avoid any personal arguments. Don't write vague sentences that don't bring any value. Try to be as specific as possible by bringing up facts and numbers. Rationalize your results by mentioning other contributors to the projects, acknowledging other factors that helped you become successful. Yes, you should be proud and boast about your successes, but shouldn't exaggerate. You should stict to reality.

One thing I have found useful is not to rush writing self-review. Take your time so you can prepare long enough, detailed essays. Schedule a time in your calender for writing the self-appraisal. After you finish, leave it for couple of days and then come back to it once more to see if you have covered everything. You should also check for spelling, grammar, formatting errors. Whether presentation is clear, concise and consistent. I found it useful to write it in three takes, one for each part, so that you can completely focus on successes, mistakes and goals. After finally completing, rectifying all possible mistakes, it is advisable to ask someone competent to proofread your evaluation and give you honest feedback.

Being open to recognizing others perspectives, having a conversation about the evaluation and understanding what the employee is feeling is important. Doing this can also lead to us adjusting our feedback if we might have misunderstood or gotten something wrong. Editing ourselves and owning that is just as important as holding others accountable.

This is a great tip. Make sure you check the eval before you submit it. You don't want to look like you don't know how to spell or put a sentence together. Try to avoid using the same words or phrases over and over again. Then keep a copy of this eval to refer back to next year.

The law firm I worked for that required us to write our own evals didn't allow for this step - a meeting with your supervisor to discuss the eval. We had to submit it to the HR in our corporate office.

I would always advise anyone to avoid raking over any disagreements, disputes or anything that casts a negative light on you or your colleagues. If your organisation is doing things right, you should have the opportunity to raise and hopefully resolve any niggles as and when they occur, rather than waiting for appraisal time. There is no point in revisiting the minor details of a dispute, other than an acknowledgement that it happened, if it has already been resolved. Of course, if the company has a toxic culture and an evaluation is seen as the place to air dirty laundry, then I would suggest looking for another role in a more progressive company!

This isn't typical, but the eval I had to prepare for my law firm job asked if I'd had any issues with management in the past year. I was honest and wrote how my immediate supervisor ignored a complaint I made about a blatant attempt by an attorney to undermine my abilities.