Also, think through the areas where you are not sure how you are doing and want to get additional clarity about what is expected.
If there are areas where you need to improve, try to agree what improvement would look like and a plan for how you'll make sure things are on track.
It is difficult to discuss training needs at the same time as a pay raise or bonus. It's a basic communication dilemma - you want to look as good as possible when pay decisions are being made, but you need to discuss weaknesses when you are trying to plan for your development on the job. Many organisations separate these two issues in terms of decisions, and certainly in terms of meetings.
If you are not required to discuss both in your appraisal meeting, I would suggest you focus on just the basics for the interview - a review of goals and performance.
Ask for separate times with your supervisor to discuss your training and development needs and your overall career goals. You'll need to discuss feedback from your supervisor, and your own perception of your performance, before you can discuss pay-related matters; another brief follow-up meeting may be scheduled for this.
Too many meetings? Not really, you've gone a long time without a formal review, and two to three focused, shorter meetings may result in much better decisions.
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