Performance appraisal should be treated as an ongoing developmental process rather than a formal once-a-year review. It should be closely monitored by both employee and reviewer to ensure that targets are being achieved. By preparing yourself diligently and demonstrating a willingness to co-operate with your reviewer to develop your role, you will create a positive impression.
To enable you to assess your own performance as objectively as possible, try to view it from your manager's perspective. Make sure you are conversant with company's assessment policies and procedures. Study performance appraisal documentation carefully. Go through it step by step, anticipating comments and preparing your responses.
Analyse your agreed performance targets. To what extent did you achieve them?
Consider your job description, your role within organization, your duties and responsibilities.
Assess your performance in light of problems and frustrations you faced. Have you taken on any additional responsibilities or been involved in extra projects? How have you dealt with changes, innovations or unexpected problems? How does your work compare with that of your colleagues? Are there any ways in which can you increase your value to organization?
Keep a detailed record of your work-related activities throughout year. Specify your contributions and achievements, your difficulties and frustrations. Ensure that all relevant facts and figures are accurate and readily accessible. Collate necessary documentary evidence to support your assertions, e.g. e-mails, memos, letters, press releases, newspaper articles, testimonials, etc.. Make a list of all conferences, seminars and training courses attended.