How to Write an Effective

Performance Review
Agenda
1. Benefits of Performance Reviews
2. Year-end timeline
3. What’s new this year?
4. Prepare your self-evaluation
5. Leadership Competencies (HAIR) review
6. Write an effective self-evaluation
7. Rate performance results
8. Request opportunities for development

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Benefits of Performance Reviews
 Fosters employee accountability
of their performance for the year
 Examines and clarifies goals
 Pinpoints areas of development
 Reinforces meaningful exchanges
between managers and
employees
 Connects employee’s
contributions to Regis’ Vision,
Mission and Key Strategies

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Year-end Performance Review -
Timeline
June 29 Year-end process begins

By July 17 Self-evaluations
(RD and completed
S/DL) and returned to Leader

By Aug 7 Completed performance

(RD only) reviews into Leader (RVP)

Aug 31- Leaders administer annual

Sep 11 performance reviews

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What's new this year?

 Updated Form
 Employees required to complete Self-Evaluation
 Review ties to the Company Values
 3 “Point” Scale

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Performance Reviews are about…

• Assess
– “How am I Doing?”

• Align
– “What Should I Do?”

• Develop
– “Build a Better Me!”

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Before Writing Self Evaluation…
List Your Accomplishments
STEP 1 a) What do you see as your most important results
b) What were your key contributions
c) What are you most proud of

How Can you Measure Accomplishments

STEP 2
a) How were quality, costs, timeliness improved
b) What were measureable benefits of your work

Indicate Who Benefited

STEP 3 a) Who was served by my work (internal & external)
b) How did they benefit

Assess Your Performance

STEP 4 a) Did you meet your goals and expectations
b) Did you exceed expectations? If so, how?
c) What obstacles did you overcome to achieve the results

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Think about “HAIR”… how would you describe
yourself?

H- HONEST
Do you do the right thing when no one’s looking?
Do your actions match your words?

A- ACCOUNTABLE
Are you satisfied with mediocre guest service?
Do you help your teammates achieve their goals?
Do you prioritize and act with urgency?

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Think about “HAIR”… how would you describe
yourself?

I- INSPIRING
Do you develop your team to their full potential?
Do you live Regis Vision?
Do you attract and hire the best?

R- RESPECTFUL
Do you leave an afterglow or an aftermath?
Do you gain the trust and respect of others?
Do you listen and voice your opinions thoughtfully?

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What the “HAIR” Self-Evaluation Looks Like:

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When Writing a Self- Evaluation...
It’s about Results  not Effort
Use Verbs to convey what actions you took
(Examples: Delivered, Achieved, Improved, Increased,
Use these tips Decreased, Solved)
when writing your
Use Behaviors that demonstrate leadership attributes
self-evaluation.
(Initiated, Collaborated, Coordinated)
Link your results to company objectives
Convey your contributions in your authentic voice to paint
a clear picture of your performance for your leader

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Rate Your Own Performance Results
Exceeds Does not Meet
Expectations Meets Expectations Expectations
3 2 1
Actual results Actual results met all and Actual results failed to meet
exceeded all agreed- exceeded some agreed- agreed-upon measures of
upon measure of upon measures of success/expectations of the
success/expectations of success/expectations of role.
the role. the role.
}

Exceeds expectations means Too New to Rate

you have multiple examples 0
of contributing to specific Employees
goals  not just one hired/promoted on or
example. after April 1, 2015

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Request opportunities for development

• The year-end performance review

should clearly guide you in your
development choices for FY16

• Performance management
becomes an ongoing
conversation between you and
your leader about goals,
development, results and
leadership

• Use your self-assessed results to  70 percent of development is

guide a meaningful conversation on the job
with your leader
 20 percent of development is
learning from others

 10 percent of development is
formal training

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