self-review
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.
git clone --depth 1 https://github.com/mohitagw15856/pm-claude-skills /tmp/self-review && cp -r /tmp/self-review/plugins/pm-career/skills/self-review ~/.claude/skills/self-reviewSKILL.md
# 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`](../brag-doc/SKILL.md) 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.Design a 360-degree feedback survey or write a structured 360 feedback report. Use when asked to build a 360 feedback process, write 360 feedback for a colleague, design a feedback survey, or produce a feedback report. Produces either a complete survey instrument with rating scales and open-ended questions, or a structured narrative feedback report with themes, strengths, and development areas.
Decode a 401k or workplace retirement plan — the real cost of its funds, the match's fine print, vesting math, and the plan features worth using or avoiding. Use when someone asks 'is my 401k any good', 'decode my 401k plan', 'which funds should I look at', or 'what fees am I paying'. Produces a fee decode in dollars-over-time, match and vesting math, a fund-lineup triage by cost, and the questions for HR or the plan administrator.
Design statistically rigorous A/B tests for product features, UI changes, onboarding flows, and pricing experiments. Use when asked to set up an experiment, design an A/B test, calculate sample size, or interpret test results. Produces a complete test plan with hypothesis, variant definitions, sample size, duration estimate, guardrail metrics, and a results interpretation guide.
Analyse a finished A/B test and write the readout — the result, whether it's statistically and practically significant, what it means, and the ship/no-ship call. Use when asked to analyse experiment results, write an A/B test readout, interpret test data, or decide whether to ship a variant. Produces a clear verdict with the lift and confidence, segment cuts, the risks (peeking, novelty, sample), and a recommendation. Distinct from planning a test — this reads results.
Generate a WCAG 2.2 accessibility audit checklist and remediation suggestions for any UI or design. Use when asked to audit for accessibility, check WCAG compliance, review a design for a11y issues, or create an accessibility remediation plan. Produces a prioritised checklist with pass/fail assessments and specific fixes.
Plan a trip that actually works with a disability or access need — confirm real accessibility (not just 'accessible' labels), book the assistance in advance, plan for equipment and medication, and build in the contingencies for when access breaks down. Use when someone says 'plan an accessible trip', 'travelling with a wheelchair/disability', 'book assistance for my flight', or 'will this hotel actually work for me'. Produces an access-verified itinerary, an assistance-booking checklist, an equipment/medication plan, and contingency scripts. Verify specifics with providers.
Request a reasonable accommodation at work or in education — frame it around the barrier and the adjustment (not your diagnosis), cite the right process, and navigate the back-and-forth constructively. Use when someone says 'I need a workplace accommodation', 'request reasonable adjustments', 'ADA/Equality Act accommodation', or 'how do I ask for accommodations for my disability/condition'. Produces the request letter, a barriers-and-adjustments map, disclosure guidance, and a plan for the interactive process. Not legal advice — routes to the formal process and to advocacy where needed.
Build a structured account plan for any key customer or target account. Use when asked to create an account plan, key account strategy, strategic account review, or territory plan. Produces a complete account plan with relationship map, growth opportunities, risks, and 90-day action plan.