Historically, employees have not approached reviews in a meaningful way. Self and peer reviews are full of conjecture and limited discussion. Instead they need to be full of facts and thoughtful explanation and justification for their conclusions.
At minimum, every question needs to be answered with a paragraph of incisive discussion about a given team member. It should be followed with a minimum of 3 examples as bullet points to support the discussion that precedes it. Any performance review submission that does not meet this minimum expectation will not be counted towards the overall calculation of a given team member’s review.