End of Year Review
The purpose of the end of year
conversation between a team member and his or her manager is to review the
year’s achievements, successes, challenges and personal development. Ideally,
this conversation should also help identify the key priorities, objectives and
new skills to strive for in the upcoming academic year.
your end of year conversation
As part of the end of year
preparation, you are asked to complete a self-assessment. This
- Review each objective and collate evidence by
providing specific feedback on own performance (i.e. what did you do
particularly well? What was difficult and why? What were you able to achieve
and how did you go about achieving it? Be specific.)
- Complete a rating per objective (evaluating
WHAT you have achieved and HOW you went about achieving the objective)
- Complete the overall self-assessment
feedback and ratings. There are three parts to this:
o The overall
overall HOW rating
overall final rating: entered by the Line Manager in line with discussions
assessment ratings. To calculate the final rating, review the
section on ‘understanding our ratings’ below
on completing a self-assessment effectively
Rating values and behaviours (the HOW) and
providing a detailed written self-assessment effectively isn’t easy. Rating
SMART objectives is generally easier, mostly because you have put specific
measures in place which indicate whether you have or haven’t achieved
objectives, the clearer your measures are, the easier it will be to rate
afterwards and complete an effective self-assessment.
HARD standards and objectives - The “WHAT” element:
SOFT standards (values and behaviours) – The “HOW”
When assessing behaviours, it is not as
easy to make them specific, but it is not impossible. These examples of behaviour based evidence explains what evidence looks like, and this is the
level of detail expected when completing a self-assessment.
There are five ratings and descriptors for ‘What’ and ‘How’.
To view our rating descriptors, consult the My Review Ratings document.
After the team member and his/her manager have met
and have each updated their comments and discussed ratings, the performance
review cycle can be completed. In order to identify the final overall rating,
use the rating matrix below - the first step is to identify the overall WHAT and the overall HOW
rating, then the final overall rating can be identified using the matrix:
HOW = Exceeding expectations
WHAT= Achieving expectations
rating = Achieving expectations
Please refer to the My Contribution Guidelines for a description
of what to do over a disagreement of ratings.