Performance appraisals make most people uncomfortable. Few managers enjoy sitting down with their subordinates, one on one, for a candid evaluation.

The situation is even more stressful for subordinates. Which aspects of their performance are important? How will they be appraised? The entire process seems vague, subjective -- and hence, intimidating.

A simple procedure will greatly reduce your performance appraisal anxiety, however. Before your next formal evaluation, take the initiative to do your own performance appraisal. It isn't as difficult as it sounds.

The best time to lay the groundwork is when you're hired by a new company or when you're promoted. Ask the personnel department for a copy of the form used to evaluate your performance in the new job. Study the criteria listed, or, better yet, review the form with your boss. Determine which categories are most important and what your supervisor considers outstanding performance in each.

With these performance criteria in mind, regularly review your on-the-job performance. Match your accomplishments -- with specific examples -- to the categories on the form. Unless you do this every two weeks or so, you'll inevitably forget many of your achievements by the time the formal appraisal rolls around.

Some individuals keep a detailed journal of their accomplishments and, where possible, build a portfolio of their work. For example, if you're a design engineer, you can build a portfolio of your designs. A recruitment manager can compile the ads and descriptions for positions she has staffed.

Memos that commend you on your work accomplishments also should be filed. If someone compliments you verbally on the quality of your work, ask that person to repeat the comments in a memo. Any publicity you've attracted for your firm, whether through papers published or speeches and presentations made, should be included as well.

If you've solved difficult problems, or used good judgment in a complex situation, be sure to document it in detail. Outline your initial alternatives, the course of action you took, how you arrived at your decision and how this demonstrates your capability in a particular category on the appraisal form.

When aiming for a raise or a promotion, consider how the action would be justified from your manager's point of view. This is where your journal of weekly self-assessments and portfolio of accomplishments comes in handy.