Form · Evaluation
Self evaluation form template
Asks for evidence rather than adjectives: a win with an example, how goals actually went and a challenge handled. Missed goals and a heavy workload each get a follow-up question, so the manager walks into the review knowing what got in the way.
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Try it as a respondent
Every question, and where it leads
The conversation
What a respondent is asked, in order.
This is your space to reflect before your review. Honest beats polished.
What's your name?
What's your role, and which team are you on?
Which review is this for?
What are you proudest of from this period?
How did you do against the goals set at the start of the period?
What got in the way of the ones you missed?
How would you rate yourself on each of these?
Describe a challenge you faced and how you handled it.
How manageable has your workload been?
What's making it hard to manage?
Where do you most want to grow next? Pick up to three.
What do you want to achieve next period?
What support would help you most next period?
Anything else you want to raise in the review conversation?
Ends with
Thanks for taking the time
The flow
Where each answer leads. Every route here is editable once the form is yours.
Short text
Short text
Single select
Long text
Single select
Long text
Matrix
Long text
Opinion scale
Long text
Multi select
Long text
Long text
Long text
What this template uses
- Short text
- Single select
- Long text
- Matrix
- Opinion scale
- Multi select
- 6 branches
Questions to consider
- Which review cycle is this for, and do the options in the review question match your own calendar?
- Do the rows in the rating grid match your company's values or competencies?
- Should employees see last period's goals before they answer, for example in the question description?
- Who reads the answers: only the manager, or HR as well? Say so in the greeting.
How to use the responses
Ask managers to read each self-evaluation before writing their own view, then start the review by comparing the two ratings: the rows where they differ are the conversation. Treat an answer about blockers or workload as something to act on, not just note. Across a team, look at the growth choices to plan training, and export to CSV if HR tracks them over several cycles.
How to customize and share it
- 1Rename the grid rows to your own competencies or values, keeping to five or six.
- 2Edit the greeting to say when the review is and who will read the answers.
- 3Send the link a week before reviews start, so people have time to think rather than rush.
Frequently asked questions
What should I write in a self evaluation?
Specific examples of what you did and the difference it made, an honest view of goals you missed and why, and the support you need next. Examples carry more weight than adjectives.
What questions should a self evaluation form ask?
Achievements with evidence, progress against goals, strengths and areas to improve, a challenge handled, goals for the next period and what support would help. A question about workload often surfaces problems early.
When should employees complete a self evaluation?
About a week before the review meeting, so the manager has time to read it and the employee is not rushing.
Should self evaluations be anonymous?
No. A self evaluation feeds a conversation with a named manager, so it needs the employee's name. Use a separate anonymous survey for feedback about managers or the company.