Employee Self-Evaluation Form Template

Share it before an agreed review meeting and name the period being discussed. Ask employees to describe their contribution with examples rather than rate themselves against vague labels. A self-evaluation adds the employee’s perspective; it does not replace a manager’s preparation or other relevant evidence. Explain who will read the form and how it fits your review process.

For feedback from colleagues as well as self-reflection, consider our 360-degree employee evaluation template.

Use these 8 questions as a starting point. All fields are optional; choose one answer where choices are listed. Leave an irrelevant open field blank.

Respondent introduction:
Reflect on the review period named by your manager. Use specific work examples without sharing confidential records. Your answers will support a review discussion, not create an automatic rating. All fields are optional.

Use the employee’s agreed responsibilities and goals as context. Remove prompts that do not fit the role, and make the next-period question realistic for the work ahead. For example, a support employee might describe improving an internal guide rather than claiming responsibility for a company-wide satisfaction change. Avoid requesting confidential customer records as proof. Keep development needs separate from a promise that a course, promotion, or role change will be approved. Before sharing widely, try the questions with a few people from the intended audience and clarify anything they interpret differently.

Give employees a clear starting point for a constructive review conversation.

The full prompt below specifies your employee self-evaluation form, including all 8 questions and response settings. Copy it, register for a free SurveyLegend account, and paste it into SurveyLegend’s AI survey creation tool. Review the result and add your organization’s details before sharing.

Review the stated goals beside the examples and obstacles. Identify where the employee and manager need to clarify expectations, recognize a contribution, or agree on support. Turn the next-period response into a small number of specific actions with owners and check-in dates during the meeting. Do not score writing style or self-confidence as performance, and do not convert the free-text answers into an automatic ranking.