Tips for employees
City Personnel
It’s that time of year again: annual reviews. For many, the thought of an annual review can be intimidating. But it doesn’t have to be. If you know the structure of an annual review, you can be bettered prepared to crush it! Here is how most annual reviews are structured.
The meeting begins with a warm welcome and an introduction to set a positive tone and establish rapport.
The employee’s performance goals from the previous year are revisited and evaluated. Progress, achievements, and challenges related to these goals are discussed.
A thorough assessment of the employee’s performance is conducted. This includes feedback on strengths, areas for improvement, and opportunities for growth. Specific examples and evidence may be shared to support the evaluation.
Both the employee and the reviewer have an opportunity to provide feedback and engage in a constructive discussion. This can involve discussing specific accomplishments, challenges faced, and ways to enhance performance.
The employee’s professional development needs and aspirations are explored. This could involve identifying training programs, workshops, or other learning opportunities that can enhance skills and knowledge.
New performance goals are established for the upcoming year. These goals should be specific, measurable, achievable, relevant, and time-bound (SMART). The employee and the reviewer work together to ensure alignment with organizational objectives.
Outstanding performance or notable achievements are recognized and celebrated. This can include acknowledging the employee’s contributions and discussing any potential rewards or incentives.
Important information, feedback, and agreements reached during the annual review are documented for future reference. This ensures clarity and accountability for both the employee and the organization.
The review concludes with a summary of key points discussed, emphasizing the organization’s commitment to supporting the employee’s growth and success. Next steps, including follow-up actions and deadlines, are established.
It’s important to note that the specific agenda may vary depending on organizational practices and priorities. The primary goal of an annual review is to provide a comprehensive assessment of the employee’s performance, facilitate open communication, and establish a plan for continuous improvement and growth.