I Need Help with Yearly Performance Reviews related to Admin Assistants?

Return calls in under two hours

Reply to E-Mails in less than one hour

Keep filing up to date each day

Ensure calendars are up to date

Present a professional face for the company

Same day expense report creation to eliminate credit card late fees

Reduce computer expenses by recycling and maintaining current hardware

I was an admin for years. I considered myself the representative for the managers I worked for. I tried to always get back to people as quickly as possible and make things go as smoothly as possible. Never say no. Work it out somehow. You want to encourage people to come to you. Than, be sure to take a week's vacation so they notice your absence.

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RE:

I Need Help with Yearly Performance Reviews related to Admin Assistants?

So it's that dreaded time of year again- employee performance review. My problem is trying to come up with "performance goals". I am an admin assistant and it is hard to come up with these because I do the same thing every year. Our company is also in save money mode so the...

Goals For Administrative Assistants

Hi, Hemi. I am the founder and president of The Effective Admin -- located at http://www.theeffectiveadmin.com/ -- and the producer of the goals guide and workbook.

Though that publication has helped many administrative assistants and executive assistants set goals, it doesn't work for everyone because everyone thinks differently. That guide called The Basic Guide to Goal Setting for Administrative Professionals is sold at

http://www.admin-ezine.com/administrative-assistan...

While I appreciate your public feedback, I would like to ask that you also contact me too with your feedback. I haven't heard from you directly and just happened upon your comment as I often search the Web to keep in touch with what others say about The Effective Admin.

My current contact information is always at the Website here:

http://www.admin-ezine.com/contact-info.htm.

I also offer a 60-day money back guarantee on all of my publications as noted here:

http://www.admin-ezine.com/guarantee.htm .

So if it has not been 60 days since you ordered the guide, please e-mail me your order receipt or other similar information. I have had no returns on the goal setting material lately, but as I said, we all think differently, and so every once in a while someone says he or she doesn't like it, just as you did -- and that's where my 100% satisfaction 60-day money back guarantee comes in. Please contact me directly at

http://www.admin-ezine.com/contact-info.htm

so that I can make things right for you. --Karen Porter, founder and president of The Effective Admin and Virtual Association for Administrative Professionals (http://www.theeffectiveadmin.com/ and http://www.thevaap.com)/

PS: Regarding setting performance goals...this is a big topic but I would like to give one tip here that might be helpful to you or others. That is when setting "performance goals" in particular, even of routine duties you perform year after year, do this: Compare your current performance of a particular procedure or task to benchmark performance of that task or process. What are your boss's expectations for that performance? What is ideal performance? How does that compare to your current performance? Unless your performance is perfect with no room for improvement, there will be a "performance gap." Use that gap to set a goal related to improving that particular performance.

The issue of performance appraisal can be very complex, however there are 3 key points,

1. Keep it objective 2. No surprises and most importantly both of you PREPARE well

and agree the areas for appraisal before meeting. Good luck

What are your professional development goals for the next five (5) years?