Best Practices for Employees to Complete Their Performance Review

Provides guidelines and best practices to assist when completing employee performance reviews.

Best Practices for Employees to Complete Their Performance Review

Best Practices to Complete Your Performance Review

General guidelines and best practices have been established to assist when completing your performance review.

Before the review period:

  • Make sure you clearly understand how you will be assessed by your manager.
  • Ask your manager for an individual performance planning session at the beginning of a review period.
    • Discuss your personal goals and how to achieve them.
    • Enter your personal goals in the UKG Pro™ solution.
      • Update your goal progress on a regular basis.
    • Discuss developmental plans for the future.
    • Discuss your manager's expectations for you.
    • Discuss how the review process works and what meetings will be held.

During the review period:

  • Request continuous feedback and coaching in the following areas:
    • Your work
    • Goal progress
    • Competencies and behaviors
    • Development planning
      • Use the Personal Development Planning feature in the UKG Pro™ solution to create your development plan, which can include tasks or development opportunities.
    • Organizational career goals
  • Document, document, document.
    • Use the Employee Notes feature in the UKG Pro™ solution to keep notes on yourself, including any significant events or work for the review period (for example, a project that was well executed, a project completed ahead of schedule). Notes should be written in detail with the intent to share. Any subsequent follow-up should also be documented.
  • Participate in periodic discussions with your manager.
    • Highlight accomplishments since last meeting.
    • Identify desired accomplishments for next period.
    • Continue development discussion and make necessary modifications.
    • Communicate barriers keeping you from achieving your goals.
  • Remind your manager to request feedback from your peers, mentors, or others who work closely with you.

At a few weeks before the review:

  • Request an agenda of what will be discussed in the review. Be prepared to share a few accomplishments you are proud of from the review period.
  • Anticipate receiving an email, indicating that the review is available for completion.

At review time:

  • Request feedback on what you should stop, start, and continue doing regarding your job.
  • Share or discuss any obstacles for which you may need additional help.
  • Request an individual performance planning session for the next review period.

Employee Performance Review Process

Complete your performance review by following these steps.

  1. Receive email.
  2. Open the review summary.
  3. Complete the sections of the review. Sections can include Goals, Competencies, a configured open-ended questions section, Developmental Comments, and Overall Comments.
  4. Send the review.
  5. Acknowledge the review.

Employee Self-Assessment

If your company includes employees in the review contributor path, you may be required to complete a self-assessment.

Contributors, such as your manager, may be assigned to your review. You can collaborate with each other based on the contributor path assigned to the review and the review status.

When it is your turn to participate in a review, an email is sent, requesting an employee assessment. The applicable sections of the performance review in the Review Summary page are then completed.

Employee Email

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