Self Assessment Form
Using Self Assessment Forms to Help Employees Excel
An employee is a long-term investment, one that deserves careful cultivation for it to reach its full attention. It’s much easier to develop an employee over time than to fire and hire multiple different people.
As part of the growth strategy for your employees, there are two kinds of self assessment forms that human resource teams and businesses can use: career personality tests and self assessments for reviews.
Both of these forms have their time and place in an employee’s life cycle; here we’ll cover the ins and outs of offering both types of self assessment forms so your employees can meet - and exceed - expectations.
Getting Employee Self Assessment Right
Regardless of the kind of self assessment form you’re using, all of these documents have a few things in common.
To be effective, self assessments need to be:
- Totally clear. Clarity doesn’t just cover the text on the forms. Your objectives when asking employees to fill them out, as well as the scope of the application, needs to be completely spelled out during the assessment process.
- Easy to fill out. Here’s where our form templates can come in handy, because you need easily accessible forms that still have the flexibility for commentary when appropriate.
- Appropriately anonymous. Your employees may not want the results of their career personality forms shared, and you should be prepared to honor that. You must also be clear about whether the results of both types of employee self assessment forms will be aggregated or used internally.
- Spaces where the respondent can be honest. For these forms to do their jobs, you need to make sure employees feel secure in answering truthfully. Whatever assurances you need to make to create a safe zone, do it!
- Key to long-term self development. If you’re going to ask employees to take the time to fill out self assessment forms, make sure you tie them directly to actions that either the company or employee can take.
Career Guidance Through Self Assessment
There are many different kinds of self assessment tests that you can administer to prospective employees before you hire them, depending on exactly what you’d like to learn about new hires.
One possible avenue of investigation is to use the Holland Occupational Themes, which is a theory of career and vocational choice centered on six core personality characteristics Realistic, Investigative, Artistic, Social, Enterprising, Conventional (RIASEC).
Holland believes that “the choice of a vocation is an expression of a personality,” so finding out your core personality type(s) can lead you to choose a more satisfying career.
The US department of labor has been using this model in its free online database since its creation in the 1990s. They describe the six personality types as follows:
Realistic: “frequently involve work activities that include practical, hands-on problems and solutions. They often deal with plants, animals, and real-world materials like wood, tools, and machinery. Many of the occupations require working outside, and do not involve a lot of paperwork or working closely with others.”
Investigative: “working with ideas, and require an extensive amount of thinking. These occupations can involved searching for facts and figuring out problems mentally.”
Artistic: “working with forms, designs, and patterns. They often require self-expression and the work can be done without following a clear set of rules.”
Social: “work with, communicating with, and teaching people. These occupations often involve helping or providing service to others.”
Enterprising: “involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.”
Conventional: “involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.”
We’ve used the RIASEC Markers Scales developed by Liao, Armstrong and Rounds in 2008 to create our own Holland Code Self Assessment.
USE OUR Self Assessment Form TEMPLATE
Using Self Assessments in an Employee Review
Most employee reviews contain some self evaluation component, but by codifying it more completely through a self assessment form you can get more actionable feedback from employees as well as track changes in their responses over time.
When creating this form for use during the review process, make sure its purpose is clear before you write a single question. Will it be designed to facilitate whole employee development, track performance on core job skills, evaluate teamwork, or something else entirely?
It’s vital to make this choice early on, because nothing creates form fatigue faster than asking questions that the respondent knows aren’t going to be used.
Types of Questions for Employees
To get some good aggregate data that you can look at across the company and/or track over time, you should opt for a ranking or scale-type question to start and include an open text field for commentary.
Ranking or scale questions can take many forms; here are just a few:
These objective ratings make it easier to score responses, identify patterns, and/or spot trouble. Following up with a question that asks for elaboration on the answer they just gave then gives respondents the opportunity to feel that their individual response is being taken into account.
Text boxes will work fine for most of these, but you may want to make it an essay type if you anticipate particularly lengthy answers (FormGizmo lets you set limits on responses if needed).
Some possible areas for self assessment during regular employee evaluations are: teamwork, core job skills, customer service, and alignment with business objectives.
Each question will mostly likely follow a similar format; make sure to use the same scale type on each question so that you’re getting comparable results for each one.
Other Parts of Employee Self Assessment Forms
If you’re going to be asking employees to assess their own performance on skills or job expectations, be sure to include plenty of explanatory text about exactly what you’re asking them to evaluate.
For example, if your customer support team is expected to close approximately 100 tickets per week, you should include these relevant details when asking for employee self evaluation.
Your question might look something like this:
In the past six months, I have met or exceeded expectations (approximately 100 tickets per week) for the volume of tickets I have successfully responded to and closed.
Strongly Agree Agree Neutral Disagree Strongly Disagree
The employee could then elaborate on their answer via open text, which might be particularly important if they mark one of the “Disagree” options. Maybe they have been handling high touch clients that require more time, lowering their ticket closure volume but increasing the company’s overall revenue by making valuable customers happy.
Taking Action After a Professional Self Assessment
Whether it’s a personality self assessment form or a job performance review, make sure to offer a plan of action for employees based on the results.
If you have an employee that was applying for a sales position but found through a personality review that she prefers more systematic work that is less people-driven, maybe there’s a spot for her in accounting.
If the results aren’t that disruptive, allow the employee to help create a development plan for the next quarter or so to improve their job performance and/or address gaps in their personality results.
Ready to try out some self assessment forms? Start a 7-day free trial of FormGizmo, and you can use our Professional Personality Self Assessment Form right now!