What is an employee self-evaluation?
A self-evaluation, also known as a self-assesment or self-appraisal, is an employee’s assessment of their performance during a specified review period. Often administered as a questionnaire, self-evaluations let employees reflect on their contributions and accomplishments. They also provide an opportunity to identify areas of improvement, which can ultimately support job enrichment.
An employee self-evaluation is typically given during the performance review process. This is particularly useful when conducting 360-degree reviews, which combine self-assessments with evaluations from managers, colleagues and sometimes clients/customers.
Creating a self-evaluation template
Two basic steps can help you craft a self-evaluation questionnaire that can help you gain useful employee performance insights.
1. Choose a self-evaluation format
Employee self-reviews are generally open-ended or scaled. In an open-ended evaluation, employees write detailed responses. This format may require more review time but can open a dialogue. If you manage a small team or prioritize professional growth, this format may be beneficial.
A scaled evaluation utilizes a numbered or graduated scale to rate employees’ levels of agreement with definitive statements. This format may make it easier for reviewers to quantify departmental engagement and compare responses during performance reviews.
You can create behaviorally anchored rating scales or use an established format, such as the Likert scale.
Self-evaluation templates may employ open-ended and scaled questions to generate quantitative and qualitative data about employees.
2. Identify relevant questions
General questions work for most industries and roles, but some employers may tailor questions for their industry or company. Determine which insights are most valuable and craft applicable questions.
These may be tied to promotion opportunities, job satisfaction or assigned job duties. Different departments or positions may require separate forms to ensure they’re relevant to each employee.
Some example self-eval questions to get you started include:
- What are your key accomplishments over the past [time period]?
- What was the impact or outcome of your achievements?
- What progress did you make toward agreed objectives and goals?
- What skills have you improved or developed over the review period?
- Have you taken on additional responsibilities that are not in your job description?
- What goals were you unable to accomplish? What would have helped you achieve them?
- What one or two areas of development or improvement would most enhance your growth and performance?
- What are the immediate next steps you plan to take to improve your performance and achieve your goals?
- How did you show behaviors that align with [company name]’s values?
- How did you leverage input and ideas from others to improve your work or projects?
- How did you navigate obstacles and ambiguity in your role?
- How effectively did you communicate (both written and verbal)?
3. Provide clear instructions
Since self-evaluation forms can vary between employers, consider providing instructions and directions for employees, such as areas of focus and a minimum or maximum word count.
Employee self-evaluation templates
Below are two self-evaluation templates for performance reviews. The first contains open-ended questions. The second is a scaled assessment that asks employees to rate each statement with a number from one to five.
Open-ended evaluation
Employee name:
Date:
Employee position:
Manager:
Review period:
Assess your job performance over the past [performance review period] and provide answers to the following questions. Submit the evaluation to your manager no later than [date].
Accomplishments
1. What are your key accomplishments over the past [time period]?
2. What was the impact or outcome of those achievements?
Strengths
3. What are your greatest strengths, and how have they contributed to your success?
4. What skills have you improved or developed over the review period?
Areas of Improvement
5. What one or two areas of development or improvement would most enhance your growth and performance?
Next Steps
6. What are the immediate next steps you plan to take to improve your performance and achieve your goals?
Scaled evaluation template
Employee name:
Date:
Employee position:
Manager:
Review period:
Complete the following self-evaluation. Your participation in this evaluation helps us make a fair and comprehensive review of your performance during this review period. Please rate the statements below using the following scale:
1 = Needs Improvement
2 = Below Expectations
3 = Meets Expectations
4 = Exceeds Expectations
5 = Exceptional
- How well have you met the goals and responsibilities outlined for your role?
- How would you rate the overall quality of the work you’ve produced, including attention to detail, accuracy and thoroughness?
- How effective are your communication skills, both written and verbal?
- How well do you collaborate with colleagues, contribute to team goals and foster a positive work environment?
- How well do you manage your time, prioritize tasks and meet deadlines?
- How well do you adapt to changing priorities, new responsibilities and ongoing professional development?
- Based on your self-assessment and feedback received, how would you rate your overall performance for the evaluation period?
Areas for Improvement
What are one or two areas you believe need development to improve your overall performance?
Comments:
What are your key goals for the upcoming evaluation period, and how do you plan to achieve them?
Comments:
Self-assessment templates
*Indeed provides these examples as a courtesy to users of this site. Please note that we are not your HR or legal adviser, and none of these documents reflect current labor or employment regulations.
Frequently asked questions about employee self-evaluations
Why is it important for employees to evaluate themselves?
Self-assessments may prepare employees and managers for formal performance reviews. They encourage employees to consider aspects of their roles, work quality and goals. Creating a pattern of effective feedback may also help employees take ownership of their roles.
Managers may also be unaware of the full scope of their teams’ accomplishments, so this can provide helpful insight.
How often should I assign an employee self-evaluation?
The frequency of self-evaluations in your company may vary. Companies may assign them annually to coincide with annual performance evaluations from managers, while others may use a shorter form monthly or quarterly.
What should I do with the evaluation once it’s completed?
Once the evaluation is complete, review it thoroughly and discuss it with the employee. This may be part of a larger performance review or an informal conversation with a manager.
You can apply the feedback received to make changes to the position as needed. This meeting also provides an opportunity for goal setting with employees.
How should I address an employee’s negative self-evaluation?
When addressing an employee’s negative self-evaluation, start by acknowledging their honesty and reflecting on the challenges they’ve faced. Encourage a discussion to understand the specific reasons behind their assessment, and provide support by focusing on actionable solutions and growth opportunities.
Offer resources or training to help them improve and reaffirm your confidence in their abilities. Finally, set clear goals and schedule follow-up meetings to monitor progress and continue supporting their development.
