Work Review

[Nova2k7]

Well its that time of year again and ive got to sit down and complete my review for work! i hate doing this! i hate selling myself and i know ill sit for an hour with writers block! all the time ill be loosing sleep and feeling stressed about what the hell to put down! its been a really tough 9 months since i started and i really need to crack this but its so difficult! argh!

1. Contribute to Insurer Services schemes revenue by: - Carrying out chargeable Applications Consultancy work (ie new schemes) - Ensuring that non chargeable work is minimised by identifying workarounds rather than suggesting system changes. - Identifying other revenue generating opportunities for SSP on client implementations - producing documentation to a high level so that rework is minimised - communicating effectively so that timescales are met

2. High Quality People
Measure of Success 1. Ensure you understand your own role and where it sits within the team and division and take responsibility for and ownership of your tasks. 2. Where processes are failing either within or outside the team or could be improved ensure do not just accept but ensure highlighted to manager and contribute to solutions so can work to continously improve team and division. 3. Where believe you have gaps in skills/knowledge or feel for any reason unable to carry out allocated tasks to highest standard this must be brought to managers attention and jointly agreed actions taken to address through the regular 121 sessions. 4. Share your knowledge and skills openly to collectively raise the overall skillset and quality of the IS team.

3. High Quality People
Measure of Success 1. Ensure you understand your own role and where it sits within the team and division and take responsibility for and ownership of your tasks. 2. Where processes are failing either within or outside the team or could be improved ensure do not just accept but ensure highlighted to manager and contribute to solutions so can work to continously improve team and division. 3. Where believe you have gaps in skills/knowledge or feel for any reason unable to carry out allocated tasks to highest standard this must be brought to managers attention and jointly agreed actions taken to address through the regular 121 sessions. 4. Share your knowledge and skills openly to collectively raise the overall skillset and quality of the IS team.

4. High Quality People
Measure of Success 1. Ensure you understand your own role and where it sits within the team and division and take responsibility for and ownership of your tasks. 2. Where processes are failing either within or outside the team or could be improved ensure do not just accept but ensure highlighted to manager and contribute to solutions so can work to continously improve team and division. 3. Where believe you have gaps in skills/knowledge or feel for any reason unable to carry out allocated tasks to highest standard this must be brought to managers attention and jointly agreed actions taken to address through the regular 121 sessions. 4. Share your knowledge and skills openly to collectively raise the overall skillset and quality of the IS team.

5. Understands the importance of customer care and applies customer care skills when dealing with internal and external customers; takes personal ownership for completing tasks/responsibilities in a way which delights the customer.

6. Brings new ideas to the table; reviews current ways of working and identifies improvements; adapts to change quickly and efficiently.

7. Listens attentively and relays information accurately; responds to requests promptly and with correct information.

8. Consistently meets job criteria, standards and deadlines; doesn’t wait to be asked, rather takes action to resolve issues or improve performance.


Argh! any tips lol

 

[jimmybell]

Ensuring that non chargeable work is minimised by identifying workarounds rather than suggesting system changes. - Identifying other revenue generating opportunities for SSP on client implementations -

Anyone else immediately spot this?

Nova - when i was younger i used to HATE writing things down, it was a huge problem in my education, and never knowing how to answer questions really used to stump me, as you say - i'd sit and stare at it for ages, get angry and upset and not really know what to do. I can thoroughly relate to your problem.

Back then my Mum's solution for me was to paraphrase all the questions myself, so try and work through re-writing them in my own language (rather than bs HR-speak seen here), so that you have some questions to answer you can relate to. Equally if it's long winded - split it into smaller bullet points/questions to answer, and then piece your answers back together.

For example, the way i read point 1:

Show how you have done the following, either an example or in your daily routine:

• Bring new money in to the company,
• re-direct customers to spend on chargeable works rather than non-chargeable.
• Spot opportunities in client sites where you have / can suggest further works that would make the company money.
• Provide an example of some good documentation you've done
• Communicate effectively - meetings / specific issues / emails where you've gone out of your way to help a colleague or customer.

Equally, as typically you'd be providing recent examples for solving these questions - if there's something you cant answer because you haven't done it - you probably have time to send that email, or make that call that asks a client if there's anything you can do to assist them etc, in order to tick the boxes above.

You may also want to break it down further than i have above. Hope that helps, best of luck Don't forget HR basically exist to help you - so it's not unreasonable to ask them (if they're a nice bunch) to help you run through it too.

 

[Nelly Welly]

What I get employees to do is to list all the good things they can reliably present as their activities and all the things they can list that they think others may have criticised.

Then they have a list of goods and bads to fit against each of the categories that can be evidenced during the review.



I used to write the documentary support for the annual pdr system and carry out training on how to implement it.

 

[mcbeee]

Not the Grammar police here...

"minimised by identifying workarounds rather than suggesting system changes"

You put this in the first section then negate it later on.

(IMHO I believe workarounds are wrong as they indicate flaws in the system that need to be corrected.
It can be very difficult to correct a system if the creators have now moved up the food chain and are reaping the rewards of their "system" being made to look good by all the workarounds.... so step carefully around that issue)

Good luck mate

 

[Stuart Truman]

I tell my team to keep it simple.

Something for the company, something for the customer, something for themselves (personal development)

 

[jimmybell]

May of got the wrong end of the stick here with regards to what you've put in the OP, feel free to ignore my post if its at all useless or patronising

 

[mcbeee]

I did about 20 of those damned P&DR's in my career at "The Evil Empire", the last one was the best. All questions were answered with "Retire". My old boss just sat there and giggled then we BS'ed for an hour.
Just saying that you do have something to look forward to so work through it and be honest, it gets better