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name: self-review description: "Write a performance self-review that's specific, evidenced, and balanced. Use when asked to write a self-review, self-assessment, or self-evaluation for a performance cycle. Produces a complete self-review — accomplishments mapped to impact and competencies, growth areas owned honestly, and a forward-looking development plan, in the voice of the person being reviewed."

Self-Review Skill

A self-review is your one chance to frame your own year before someone else does. Done badly it's a vague list of activities; done well it's an evidenced narrative that maps your work to the competencies you're measured on, owns growth honestly, and sets up the next level. This skill writes that — pulling straight from a brag-doc if you have one.

Required Inputs

Ask for these only if they aren't already provided:

• Your role, level, and the review period.
• Accomplishments — your wins with impact/metrics (or point to a brag doc).
• The competency framework / rating dimensions you're assessed on (if any).
• Growth areas — where you fell short or want to develop (be honest; reviewers trust self-awareness).
• Goals for the next period.

Output Format

Self-Review — [name], [role], [period]

1. Summary — 3–4 sentences: the headline of your period and the through-line. Lead with impact.

2. Key accomplishments — your top 3–6, each as outcome → your contribution → evidence → which competency it demonstrates. Quantify; tie to team/company goals.

3. Strengths — the 2–3 competencies you most demonstrated, with the proof.

4. Growth areas — 1–3, owned plainly: what was hard, what you learned, what you're changing. This section builds credibility when it's specific and non-defensive (not "I work too hard").

5. Goals & development plan — what you'll focus on next period and the support you need.

6. Rating rationale (if self-rating) — the rating you'd give and the evidence for it, calibrated to the framework — not inflated, not falsely modest.

Quality Checks

• Accomplishments are quantified and tied to the competency framework / company goals
• Each claim is backed by specific evidence, not adjectives
• Growth areas are genuine and specific (not humble-brags), with what you're doing about them
• The narrative has a through-line, not just a list
• A self-rating (if used) is calibrated to the rubric with evidence — defensible, not aspirational

Anti-Patterns

• Do not list activities — map every accomplishment to an outcome and a competency
• Do not disguise a strength as a weakness ("too detail-oriented") — it reads as evasive; name a real growth area
• Do not claim team wins as solo, or undersell your role out of modesty — be precise about your contribution
• Do not inflate the self-rating beyond what the evidence supports — it costs credibility in calibration
• Do not write in vague superlatives — "drove significant impact" means nothing without the number

Based On

Competency-based performance-review practice — evidence-mapped accomplishments and calibrated self-assessment.

Example Trigger Phrases

• "Write my self-review."
• "Write my self-assessment for this cycle."
• "Help me write my self-evaluation."
• "Turn my year into a performance self-review."