The annual performance process for Drexel's professional staff is shifting from a traditional annual review toward a more developmental process. This shift will allow for more collaboration between professional staff members and their managers and will create space for a more engaging experience for everyone involved.
Describing professional staff members' accomplishments and the strengths that contributed to them are essential to development conversations, and in turn, development plans that result in engagement and excellence.
A strength is "the ability to consistently provide near-perfect performance in a specific activity." –Gallup, "How Employees' Strengths Makes Your Company Stronger"
Review the goals you set earlier in the year. If you were able to accomplish them, use them as a jumping-off point. Share how you accomplished the goal, and what you do well that allowed you to do so.
Identify something you accomplished that wasn't an established goal or objective. Maybe you learned something new and put it into practice, or helped your team work through an unforeseen challenge. Remember to share what you do well that helped you with the accomplishment.
Consider using the STAR method for describing accomplishments:
Situation / Task
Describe the project, problem, or challenge that you were presented with in detail
Action
Describe the actions you took to move the project forward, solve the problem, or address the challenge
Result
Describe the outcome of your actions and how it impacted your work or your team's ability to succeed
Managers can also use these tips to describe a direct report's accomplishments and strengths.
Examples of recognizing accomplishments and discussing strengths
Professional Staff Member:"I'm a fast learner and comfortable with technology. Because most of our interactions used to be in-person, and COVID-19 made in-person interactions impossible, I quickly became the team's resident virtual meeting expert. This allowed me to create a more engaging virtual environment for our team interactions, and I also taught my teammates some of the finer points of the Zoom platform, so they were also able to hold more successful virtual meetings."
Manager:"I agree that your ability to quickly learn an unfamiliar tool and implement it on behalf of our team was incredibly valuable during this challenging time. I would add that your ability to patiently and effectively share your new learning with your colleagues was an equally important accomplishment — one that created far-reaching success among your colleagues. This also shows how adaptable you are."
The list of strengths below are examples Professional Staff Members may use to detail accomplishments within the Performance Development Process.
STRENGTHS
Builds strong relationships / is empathic / seeks diverse perspectives / includes others in decision-making / creates a strong professional network / is collaborative / lifts others up
Shares information / helps others learn and develop / attends to own learning / puts learning to use / uses resources
Embraces change / leads change / is adaptable
Inspires others / shares vision
Thinks critically / makes good decisions / supports reasonable risks / learns from mistakes / thinks strategically / effectively analyzes situations and data
Communicates clearly / shares ideas and solutions / listens actively
Is accountable / encourages accountability in others / is responsible
Video — One Thing You Need to Know: Strengths and Performance Reviews
Be specific about what you did.Don't be vague or use general terminology.Describe the impact, result or outcome of accomplishment. Did it enhance a work process?
Don't make it personal. Remember to provide specific feedback on the employee's performance, avoiding general statements like "you did a good job" or "you need to do better next time." Instead, focus on what the employee has done well and how they could improve going forward.
Here are nine sample self-appraisal comments that you can use to describe your job performance: I respect my work and find pleasure and value in it. I often take up projects that extend beyond my responsibilities of the job. It gives me immense satisfaction to share that I have exceeded my performance goals.
Review the goals you set earlier in the year. If you were able to accomplish them, use them as a jumping-off point. Share how you accomplished the goal, and what you do well that allowed you to do so.
You can create an accomplishment statement by describing what you did (the action you took), the context in which you did it (with whom, for whom), and the results or outcomes of your actions.
Start by briefly describing the situation or challenge you encountered (Situation), outline the specific tasks or actions you took to address it (Task/Action), and then highlight the positive outcome or results you achieved (Result). This structure helps provide a clear and concise explanation of your achievement.
67) Always performs at or above expectations. 68) Can always be counted on to complete tasks in a timely and accurate manner. 69) Ready to get the job done no matter how much work is involved. 70) Motivated to finish tasks and assignments on time.
Focus less on your job duties and more on what you actually accomplished. Start your statements with impactful language, such as action verbs. Use quantitative measurements when you can, with an emphasis on tangible results. Focus only on skills and experiences that are relevant to the job you're seeking.
Tell the readers the overall achievements. Perhaps you are writing an accomplishment report for a non-profit organization. You could summarize successes, such as the fact you organized events that benefit stakeholders, gained industry recognition, and created linkages with partners.
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