Yes. The self-evaluation step is critical to start the evaluation process workflow and provide a foundation for the supervisor’s review. It allows you the opportunity to document your accomplishments and strengths, address any concerns and challenges you may have that relate to the job, and to highlight any obstacle you overcame to improve your performance.
Yes. There have been instances where the performance management system does not always function as intended and data may be lost. Therefore, it is strongly encouraged for the self-review to be saved so the data is captured and retained.
Once your supervisor completes and submits your review in the system, it goes to the indirect manager (typically your supervisor’s supervisor) for review, additional comments, and approval. After that step is completed, your supervisor should provide you with a copy of your review prior to your review meeting. After that meeting takes place, your supervisor will sign the review in the system, which then makes it visible for your final review and electronic signature. You will be able to print a copy of your review at that time.
The self-evaluation is required, although it may not be completed if an employee is on leave during the evaluation process. If an employee is unable to participate in completing the self-evaluation or fails to do so, your supervisor will complete the evaluation without your input.
Edits to the ratings and comment sections can only be made prior to the employee sign-off. Once the employee signs the evaluation, no changes can be made. The reviewer or HR's Performance Management team (email@example.com) can assist in reopening steps.