Effective Self-Appraisals for Professional Development

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Understanding the significance of performance appraisals, self-appraisals play a crucial role in personal growth and development. By reflecting on past achievements, collecting relevant data, and writing a focused review, individuals can enhance their performance and set goals for improvement. Self-evaluation, coupled with peer feedback, contributes to a holistic assessment process that fosters accountability and continuous progression.


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Effective Self-Appraisals for Professional Development

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  1. Performance Appraisals Missy Kneifl Nurse Manager Brandon Fleharty IT Manager Molly Reed Human Resources

  2. Why Performance Appraisals? To achieve the goals of fairness, transparency, and development. Performance evaluations allow for an overall assessment that helps people prioritize. Employees learn what their key strengths are and where they should focus their development efforts. Evaluations also serve as a forcing function to make sure that tough feedback is delivered rather than swept under the rug.

  3. Self Appraisals Prepare mentally through reflection The purpose of performance appraisals is to reflect on the past year, celebrate the wins, identify what you can do better next year to serve the team, organization, and community. Stay curious your peer appraisals and manager s appraisal include valuable feedback from other perspectives. Staying curious ensures you will hear, receive, and apply the feedback you receive. Reflection turns experience into insight if you want to get better, reflecting on the past and identify opportunities for improvement is required.

  4. Self Appraisals Collecting & Evaluate the Data Review your job description and the ITEACH values Objective data do you have any objective data that highlights your performance in alignment with the job description and/or ITEACH Values? Critical incidents what significant actions, events, and/or projects have you contributed to? Behavioral observations Behavior is performance. How has your behavior contributed to success? How has your behavior followed the ITEACH Values? Be sure to identify and include any lessons learned or opportunities to improve these can be great goals for the next year! Evaluate the data with the end in mind to get a holistic picture of your performance over the past year Develop a core message you want to portray when writing your self appraisal

  5. Self Appraisals Write your review Stay focused on your core message Determine what data/information best conveys your core message this will likely be a combination of results, experiences, and behaviors. Share experiences that highlight your performance and support your rating Avoid sharing how you feel about your performance and stick with the facts Don t be afraid to include examples where you made a mistake, learned from it, and plan to improve performance in that area next year This demonstrates growth and vulnerability which is an excellent example of Accountability.

  6. Peer Appraisals Are peer appraisals required? As part of our Magnet designation, all nurses must have two peer appraisals. While not required for other colleagues, peer appraisals are recommended. If utilizing peer appraisals, talk to your leader about who to request a/n appraisal(s) from. It is recommended to select someone who you feel can accurately assess your performance. You will invite them to complete a peer appraisal through Workday as the first step in the appraisal process. Some areas do a random assignment of peers to ensure honest and meaningful feedback is provided.

  7. Peer Appraisals If asked to complete a peer appraisal, what is important to keep in mind? Provide constructive, professional feedback that is focused on specific examples and observations. Colleagues are not able to view the ratings or comments made by peers. If your peer doesn t have access to Workday, they will need to complete the appraisal in a word document located in MyHR. Once complete, they will need to submit the word document to the colleague s manager.

  8. Nursing Goals If you are a nurse, you are required to provide a professional development goal as part of our Magnet designation. Examples: I will attain my specialty certification by the end of 2023 I will join a hospital or unit-based committee to become more involved by the end of 2023 I will become trained in the relief lead role by the end of 2023 I will seek opportunities to precept nursing students and or new nurses this summer 2023

  9. Goals Previous year's goal will be reviewed during the performance appraisal meeting (was the goal met?) Current year's goal will be discussed (how do you plan to achieve this goal, how can I as your leader support you?)

  10. How Managers Prepare for the Meeting Review unit metrics and include in appraisal Review self appraisal and peer appraisal comments Can include peer comments if appropriate in overall appraisal Review colleague s goals from previous year and be prepared to discuss Recognize performance and behaviors over the past 12 months Submit final appraisal to colleague 2-3 days prior to meeting with them so they have time to review it

  11. Performance Rating Scale Exhibits an exceptional level of performance and consistently elevates the standards Highly regarded by peers as an expert in the field; serves as a role model and stimulates teamwork Highly productive, generates top-quality work, and strives for perfection Consistently exceeds both behavioral (or qualitative) performance standards and quantitative targets for goals Regarded as a valued performer with thorough job competency, serves as a reliable team player Consistently generates expected quantity and quality of work Meets expectations for behavioral (or qualitative) performance standards and meets quantitative targets for goals Exhibits expected level of performance Regarded as a low performer with job competencies below requirements Consistently falls short of behavioral expectations and/or fails to meet quantitative targets or goals Demonstrates inappropriate or disruptive behavior; has received formal discipline reports during the review period Someone to place on a focused improvement plan, transition to a new role, or manage out Requires coaching due to not exhibiting the expected level of performance 11

  12. Performance Ratings What does a three look like? Are you elevating the standard of others around you? Are you identifying opportunities to adjust, change, or improve the standard based on the needs of your team/organization? Consistently and demonstrably performed exceptionally and beyond the standard(s) set by peers Successfully coached and mentored peers on how to better perform important job duties/tasks Exhibited performance reflective of a subject matter expert Routinely achieved tangible results significantly superior to those of colleagues Served as a key contributor on projects(s) that significantly impacted team, department and/or organization objectives and goals Effectively and efficiently utilized skills, knowledge and abilities beyond those required by the position occupied

  13. Performance Discussion Discuss performance over the past year Set up performance expectations and professional development for the next year Stay curious and be sure to remember to listen for understanding in the meeting Acknowledge your appraisal in Workday 13

  14. Timelines *Dates still under consideration July 1st: appraisals launch in Workday July 15th: peer and self appraisals due July 15-Aug 31: leader delivering appraisals in progress August 31st: appraisal system closed Oct 9th: Merit increases take effect October 27th: Merit increases reflect on paychecks

  15. Tools & Resources HR Checklist MyHR - Leader Resources and Workday Contact your HR Business Partner Submit a MyHR tickets HR Service Center 15

  16. Questions?

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