Mohit Aggarwal 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.