Philipp on Nostr: Ok. Typically, a review would have three parts: performance-based metrics, goal ...

Ok. Typically, a review would have three parts: performance-based metrics, goal achievement for the current year, and goal setting for the next year.

In the metrics part, you'd rate yourself on various metrics, and then your reviewer (superior) would give their rating. For example, the metrics in my role are these, which may be different from yours:
1. Analytical Skills = Thought Leadership
* How to structure and gain insight from data, working with data
* Contribution to problem solving
* How much value you add to problem solving
* Become a thought leader on relevant topics
2. Team Skills = Team Leadership
* How well do you contribute to the overall success of the team?
* How well do you contribute positively when morale is low?
* Are you reliable? And consistent?
* Do you help/develop team members?
3. Client Skills = Client Leadership
* How well do you interact with clients?
* Clients trust you, clients love working with you
* Lead client meetings, communications and presentation materials, great presentation/communication skills

There are several methods for goal achievement/setting part, such as OKRs.

I recommend setting aside time each month for your annual review, rather than doing it all at the end of the year. Should that be your review period.

Hope this is helpful.