Working Resume skill
Prepare a performance review
Prepare an evidence-based performance review that reflects verified outcomes, responsibilities, collaboration, growth, obstacles, and future goals without inflating credit.
Build the review from records rather than recent memory. Connect work to expectations and outcomes, acknowledge shared ownership and constraints, and make the next period's support and goals concrete.
Inputs
- Gather the review form, role expectations, level framework, goals, dates, and decision process.
- Use an achievement inventory, project artifacts, feedback, metrics, incidents, and prior review.
- Keep private company and colleague information in a document the person controls.
Procedure
- Map the role expectations and prior goals to the review prompts and rating criteria.
- Build an evidence table with work, date, responsibility, collaborators, decision, artifact, outcome, and source.
- Select examples across delivery, quality, collaboration, customer or user impact, operations, and growth as relevant.
- Write each example as context, contribution, judgment, observable result, and lesson.
- Distinguish personal contribution, team outcome, inherited work, and support received.
- Quantify only from traceable records, including baseline, window, unit, and limitations.
- Address missed goals or failures with cause, response, learning, repaired risk, and remaining need.
- Synthesize repeated feedback, including counterexamples, without exposing private comments unnecessarily.
- Propose a small set of next goals with success evidence, dependencies, support, and review point.
- Prepare concise discussion points for scope, recognition, compensation, promotion, workload, or development.
- Fact-check the final review and ask a trusted reader whether claims, tone, and evidence match.
Boundaries
Never fabricate impact, ratings, feedback, dates, or ownership. Do not minimize collaborators or reveal confidential personnel information. Keep compensation, medical, accommodation, and private manager records under the person's control.
--- name: prepare-a-performance-review category: resume description: Prepare an evidence-based performance review that reflects verified outcomes, responsibilities, collaboration, growth, obstacles, and future goals without inflating credit. Use when someone needs a self-review, promotion conversation, annual appraisal, or manager discussion grounded in real work. --- # prepare-a-performance-review Build the review from records rather than recent memory. Connect work to expectations and outcomes, acknowledge shared ownership and constraints, and make the next period's support and goals concrete. ## Inputs - Gather the review form, role expectations, level framework, goals, dates, and decision process. - Use an achievement inventory, project artifacts, feedback, metrics, incidents, and prior review. - Keep private company and colleague information in a document the person controls. ## Procedure 1. Map the role expectations and prior goals to the review prompts and rating criteria. 2. Build an evidence table with work, date, responsibility, collaborators, decision, artifact, outcome, and source. 3. Select examples across delivery, quality, collaboration, customer or user impact, operations, and growth as relevant. 4. Write each example as context, contribution, judgment, observable result, and lesson. 5. Distinguish personal contribution, team outcome, inherited work, and support received. 6. Quantify only from traceable records, including baseline, window, unit, and limitations. 7. Address missed goals or failures with cause, response, learning, repaired risk, and remaining need. 8. Synthesize repeated feedback, including counterexamples, without exposing private comments unnecessarily. 9. Propose a small set of next goals with success evidence, dependencies, support, and review point. 10. Prepare concise discussion points for scope, recognition, compensation, promotion, workload, or development. 11. Fact-check the final review and ask a trusted reader whether claims, tone, and evidence match. ## Boundaries Never fabricate impact, ratings, feedback, dates, or ownership. Do not minimize collaborators or reveal confidential personnel information. Keep compensation, medical, accommodation, and private manager records under the person's control. ## Done - Every material claim in the review maps to a dated artifact, record, or attributable firsthand account - Individual, team, inherited, and supported contributions are clearly distinguished - Missed goals and limitations include evidence, response, learning, and current state - Future goals name success evidence, dependencies, support, owner, and review date Then use negotiate-first-offer only for a new offer; use build-an-achievement-inventory to keep the next cycle current.