We are looking for a self-assessment template in Word format for a Software Developer. It should include performance evaluation based on technical skills, goal achievements, new learning, leadership, communication, etc.
From India, Ahmedabad
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From India, Ahmedabad
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Dear Nilesh,
The definition of assessment is "the act of judging or assessing a person" or "the classification of someone or something with respect to its worth".
Therefore, who is capable of doing anyone's assessment? The person who does the assessment must be an "expert." The managers do the assessment of their juniors because of their experience. A few companies go beyond and conduct specific training on "How to Conduct Performance Appraisal?"
If you wish software developers to do their self-assessment, then it raises a question about their capability to do so. Are they "experts" to do so? Have they been trained in the competencies of leadership, communication, and so on? If not, then will this exercise not get vitiated and what will be achieved from this vitiated exercise?
All assessments, whether performance assessment or otherwise, must be done rationally. Nevertheless, while assessing oneself, what if bias creeps in? What if, out of ignorance, the self-assessment is done inaccurately? Because of the perception gaps, will it not create a chasm between a manager and subordinate?
Yes, I agree that a few companies give a chance to the subordinate to do self-appraisal. However, this procedure is questionable. Therefore, why do you wish to continue or start something whose accuracy, probity, or propriety is uncertain?
Thanks,
Dinesh Divekar
From India, Bangalore
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8032The definition of assessment is "the act of judging or assessing a person" or "the classification of someone or something with respect to its worth".
Therefore, who is capable of doing anyone's assessment? The person who does the assessment must be an "expert." The managers do the assessment of their juniors because of their experience. A few companies go beyond and conduct specific training on "How to Conduct Performance Appraisal?"
If you wish software developers to do their self-assessment, then it raises a question about their capability to do so. Are they "experts" to do so? Have they been trained in the competencies of leadership, communication, and so on? If not, then will this exercise not get vitiated and what will be achieved from this vitiated exercise?
All assessments, whether performance assessment or otherwise, must be done rationally. Nevertheless, while assessing oneself, what if bias creeps in? What if, out of ignorance, the self-assessment is done inaccurately? Because of the perception gaps, will it not create a chasm between a manager and subordinate?
Yes, I agree that a few companies give a chance to the subordinate to do self-appraisal. However, this procedure is questionable. Therefore, why do you wish to continue or start something whose accuracy, probity, or propriety is uncertain?
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Nilesh,
I completely agree with Dinesh Sir. First, you should have a performance management system in your company that is linked with your company's objectives. There must be a few expert seniors who know how to set KRAs and conduct effective performance appraisals.
If you still need everything ready-made at the time, then you should have a deep understanding of the employees' job roles, who they are, what they are doing, and accordingly, you can establish parameters to align with what you are looking for.
However, it is advisable that your company trains a few HODs/Seniors to create and implement effective PMS/Goal setting in your company department-wise.
From India, Mumbai
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I completely agree with Dinesh Sir. First, you should have a performance management system in your company that is linked with your company's objectives. There must be a few expert seniors who know how to set KRAs and conduct effective performance appraisals.
If you still need everything ready-made at the time, then you should have a deep understanding of the employees' job roles, who they are, what they are doing, and accordingly, you can establish parameters to align with what you are looking for.
However, it is advisable that your company trains a few HODs/Seniors to create and implement effective PMS/Goal setting in your company department-wise.
From India, Mumbai
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PERFORMANCE EVALUATION FORM.doc
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