Employee Self Appraisal Form Template
Streamline Your Performance Review Process with This Template
Writing an effective self-appraisal can be challenging, leaving you unsure of how to showcase your achievements. This Employee Self Appraisal Form Template helps you clearly communicate your contributions, set goals, and reflect on areas for growth. With structured prompts for assessing performance, tracking achievements, and identifying skill gaps, you gain clarity and direction in your professional development while ensuring compliance with industry standards. Use this efficient template to encourage engagement, propel conversations with your manager, and drive personal growth. Explore the live template to simplify your self-assessment.
When to use this form
Use this form before annual or midyear reviews to capture your results, strengths, and needs in your own words. It is helpful after a big project wraps, during probation, or when your role changes so you can reset goals and document impact. Managers get richer context ahead of 1:1s, and HR gets consistent records for merit and development plans. For a complete review flow, pair your self assessment with the Performance review form and the Manager evaluation form. Remote or fast-growing teams benefit most because it reduces bias, preserves context over time, and turns feedback into clear next-quarter goals.
Must Ask Employee Self Appraisal Questions
- What achievements are you most proud of this period, and what was the measurable impact?
This prompts you to share concrete outcomes, not just activities, which helps managers gauge business value. Quantified results lead to fairer ratings and clearer recognition.
- Which goals did you meet or miss, and what factors helped or hindered you?
Explaining the why behind outcomes reveals process issues, resource gaps, and risks. It also sets up a productive conversation in your next Performance review form.
- What skills did you develop, and what training or projects should come next?
This ties growth to specific opportunities the company can support. It turns vague development talk into an actionable plan.
- Where did you create the most value for customers or teammates? Include examples.
Examples anchor your impact in real moments that others can verify. This reduces bias and aligns your work with team and company goals.
- What are your top three goals for the next cycle, with success metrics for each?
Setting clear, measurable goals makes progress easy to track and celebrate. If you work in revenue roles, align metrics with the Sales scorecard form for consistency.
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