Reflecting on Self-Reflections

IAPE members, it’s springtime. And you know what that means: it’s Dow Jones performance evaluation season.

It starts each year with the blossom of the first company email reminder to complete your self-reflection. Soon, employees find themselves amid the full bloom of annual performance conversations with their managers.

For some, the process is an eye-watering, frustrating experience.

Dow Jones always encourages employees to complete their self-reflections or self-evaluations. IAPE, on the other hand, is somewhat less enthusiastic about providing your manager with an assessment of your own performance.

Please remember this annual guidance from your union: all IAPE-represented employees may decline self-assessments, self-ratings, and department feedback requests. Dow Jones acknowledges that, for IAPE represented employees, “Employee self-reflection remains optional but strongly encouraged,” and that self-ratings are also optional.

The union’s view on performance evaluations has remained unchanged for many years: Evaluating the performance of employees should be a management function. This should be your annual opportunity to find out what your boss thinks of your work, not just a chance for your manager to rubber-stamp your opinion. Then there’s this: all too often a manager overlooks a subordinate's perceived positive attributes and focuses on the negative examples provided by an honest employee.

If you do choose to provide self-reflection, we understand. Nobody can sing your praises like you. Be sure to list only your accomplishments to your manager. Leave the critiques to someone else.

Finally, if you ever find yourself in an evaluation-turned-disciplinary meeting, know this: Article XXI of the IAPE contract explains "The Company and the Union agree that performance evaluations under this Article shall not be considered disciplinary actions." As an IAPE-represented employee, you have the right to immediately ask for Union representation in any disciplinary meeting.