What Is a Performance Review Template?

By Indeed Editorial Team

February 22, 2021

It's important for companies to have tools to evaluate and improve an employee's work performance. One tool companies use is an evaluation form, which they may refer to during an employee performance review. In this article, we discuss what a performance review template is and review some templates to help you create your own.

What is a performance review template?

A performance review template is a valuable tool that can help managers and human resources objectively evaluate an employee's work performance. It allows managers to determine an employee's areas of weaknesses and strengths. Managers typically use a template to guide them through an employee's performance evaluation by highlighting specific items to discuss.

Related: How to Conduct an Employee Performance Review (With Template and Examples)

Performance review templates

Here are some common performance review templates:

Template 1: Simple performance review template

This template provides just the basics: a list of employee qualities and skills, as well as a rating system from poor to excellent.

Employee information:

Employee name:

Department:

Employee ID:

Position held:

Reviewer name:

Reviewer title:

Last review date:

Characteristics: Enter Excellent, Good, Satisfactory, or Unsatisfactory for each:

Attendance:

Dependability:

Technical skills:

Punctuality:

Client relations:

Coworker relations:

Integrity:

Honesty:

Creativity:

Productivity:

Group work:

Take initiative:

Independent work:

Communication:

Work consistency:

Quality of work:

Works to full potential:

Goals:

Achieved goals set during last performance review?

Goals for the next performance review period:

Comments and approval:

Employee signature:

Reviewer signature

Template 2: G.O.O.D performance review

GOOD is an acronym that stands for Goals, Obstacles, Opportunities and Decisions. Managers can use this template to help guide an effective one-on-one conversation.

Related: 10 Tips for Doing Your Best in Performance Reviews

GOOD Performance Review

Employee Name:Department:Employee ID:Reviewer Name:Position Held:Reviewer Title:Goals

Feedback

  • What were our short-term and long-term goals?

  • How have things gone since our last conversation?

  • What are our future plans?

Obstacles

  • What is impeding our progress?

  • What have I noticed impeding your progress?

  • What can you do? What can I do to help?

Opportunities

  • What are you proud of that your co-workers don't know about?

  • Do you feel you are growing toward your goals?

  • How can we help you to make this your dream job?

Decisions

  • What steps will I take before next time?

  • What steps will you take before next time?

  • What other big decisions did we make?

Employee signature:
Date:Reviewer signature:
Date:### Template 3: Quarterly performance review

Managers can use the following template to layout the topics of discussion for quarterly performance reviews:

Quarterly Performance Review

Employee Name:Department:Position:Reviewer Name and Title:Review Period:Date of Review:Reflect on the past:

Response- What were the highlights of your previous month/quarter?

  • What could be improved last month/quarter?

  • What are your goals for the next month/quarter?

Make a plan:

  • What would make the four months successful for you at work?

  • How can we help you achieve your goals?

  • How will you track or measure your progress on these goals?

  • What actions will you take to achieve these goals?

Look for the future:

  • What are your goals/plans for the next quarter?

  • Do you understand how your personal goals align with company goals?

Employee signature:
Date:

Reviewer signature
Date:### Template 4: Mid-year performance review

Managers can use the following template to lay out the points of discussion for mid-year performance conversations:

Quarterly Performance Review

Employee Name:Department:Position:Reviewer Name & Title:Review Period:Date of Review:Reflect on the past:

Response- What were the highlights of your year so far?

  • What went wrong in the last six months?

  • How have things gone since our last conversation?

Make a plan:

  • What would make the next six months successful for you?

  • What kind of support do you need to attain your goals?

  • How will you track or measure your progress on these goals?

  • What actions will you take to achieve these goals?

Look for the future:

  • What are your goals for the rest of this year?

  • What can you do to improve your performance in the next six months?

  • How can you impact your performance positively toward your ideal role?

  • Do you understand how your goals align with company goals?

Employee signature:
Date:

Reviewer signature:
Date:### Template 5: Peer review

Managers can use the following template to gather feedback about an employee's performance from their co-workers:

Peer Review

Name:Date:Project execution: Response- How are your tasks or projects going?

  • How are you prioritizing your tasks or projects?

  • How will you ensure your tasks and projects are delivered on time?

Role fit and strengths:

  • What ideas do you have about how we can match your skills or abilities to responsibilities?

  • What characteristics do you look for in a mentor?

  • Is there anyone in our company you'd like as a mentor?

Team and collaboration:

  • How can you improve trust with your colleagues?

  • What do you expect from your colleagues?

  • How can your colleagues count on you?

Template 6: Annual performance review

In this template, employees are evaluated on only four factors: core values, areas of improvement, goals and ability:

Annual Performance Review

Employee Name
Department
Review Period
Date of Review
Ability to accomplish responsibilities

Goal Achievements

Suggested Areas of Improvement

Demonstration of Core Values

Additional Comments

Employee signature:
Date:

Reviewer signature:
Date:

Template 7: 90-day review

Managers can use the following template to review an employee's first 90 days at the company:

Related: How to Prepare for a Performance Evaluation

90-Day Performance Review

Employee Name:Department:Position:Reviewer Name & Title:Review Period:Date of Review:Role Clarity

Feedback- What are your favorite and least favorite parts of this role?

  • Are the duties of your job what you expected? Why or why not?

  • What excites you the most about your daily duties?

Training, tools, and resources:

  • Do you have the tools and resources you need to carry out your duties?

  • What tools and resources could help you perform your job better?

  • Do you have all the information needed to perform your duties effectively?

Goal setting and alignment:

  • Are there any goals that will be hard for you to achieve this month/quarter?

  • Do you understand how your personal goals align with company goals?

  • What do you think will be the best ways to achieve success over the next 6, 9 or 12 months?

Employee signature:
Date:

Reviewer signature:
Date:### Template 8: Simple one-on-one progress review

Managers can use the following template to facilitate a discussion on performance on goal progress:

1-on-1 Progress Review

Employee Name:Department:Position:Reviewer Name & Position:Review Period:Date of Review:Before:

Feedback

  • What's top of mind for you since our last conversation?

  • How's the goal/task/project going?

  • Do you have any anticipated or existing challenges or roadblocks we should discuss?

During:
This section is a list of recommended follow-up prompts to guide what comes up during the check-in.1. Update: Is this still in alignment with you meeting your objectives?

  1. Learned: How did you apply what you learned?

  2. Roadblock: Do you have (or need help with) ideas to complete your work?

  3. Ideas: Have you tried [fill in the blank]?

After:

  • What went well?

  • Is there anything you would change in the future (or next time)?

  • Discuss other new or similar tasks/projects to work on next.

Employee signature:
Date:

Reviewer signature:
Date:### Template 9: Performance review template with rubric

This template comes with an easy-to-understand rating system:

Employee Performance Review

Employee:
Date:
Reviewer:
Rubric

Score

Scoring Scale

Total

Exceptional; Expectations Exceeded/ Standards Met Consistently4

Exceptional55-60

Satisfactory; Standards Met Frequently/ Often3

Satisfactory48 – 54Needs Improvement; Standards Met Partially/ Sometimes2

Needs Improvement40 – 47Unsatisfactory; Standards Seldom Met/ Not Met1

Unsatisfactory0 – 39Compliance/ Commitment to quality/ Adherence to policy4321Works to follow the policy of the company through work and workplace behavior

Follows verbal and written instructions

Demonstrates willingness to benefit from learning experiences/ training

Compliance total score

Job knowledge4321Demonstrates knowledge to accurately accomplish required tasks

Actively demonstrates skills required; keeps updated in the field

Able to prioritize and identify issues and come up with appropriate solutions

Job knowledge total score

Interpersonal/ Communication skills4321Demonstrates professional etiquette

Communicates effectively both written and verbally

Contributes to team discussion and demonstrates active listening

Communication total score

Self-motivation/ time management 4321Accomplishes tasks with minimal supervision; recognizes tasks to be done

Reliably meets deadlines

Able to stay on task; practices the proper use of time;

Time management total score

Punctuality/ attendance4321Present for scheduled meetings and workdays

Proper scheduling of time off

Arrives to and leaves from work according to scheduled times

Attendance total score

Overall total score

Employer signature:
Date:

Reviewer signature:
Date:

Template 10: Numerical scale performance review template

This template comes with an ordered set of numbers where employees rate a statement on a scale of one to 10. It also comes with additional performance competencies for employees with supervisory responsibilities.

Name of employee:________________________________________
Position:____________________________________________________ Date of review: __________________________

Name of Reviewer:________________________________________
Position: ___________________________________________________

5 Exceptional: Performance is consistently exceptional and significantly exceeds job requirements. 54321N/A4 Highly effective: Performance repeatedly exceeds job requirements.3 Proficient: Performance repeatedly satisfies job requirements. 2 Inconsistent: Performance meets a few, but not all job requirements.1 Unsatisfactory: Performance repeatedly fails to meet the minimum job requirements; the employee lacks the knowledge or skills required or fails to use the necessary skills. N/A New or Not Applicable: Employee has not been in the role long enough to have demonstrated the necessary elements of the role and will be reviewed at a later agreed upon time. 1. Skill and proficiency in completing assignments
Brief explanation:

  1. Possess knowledge and skills to carry out job duties competently
    Brief explanation:

  2. Skill at prioritizing, organizing and planning workload
    Brief explanation:

  3. Sees tasks/projects through to completion on time; holds self-accountable for assigned tasks
    Brief explanation:

  4. Proficiency in improving work procedures and methods as a means to achieve greater efficiency
    Brief explanation:

  5. Communicates with customers, peers and supervisor effectively
    Brief explanation:

  6. Ability to work independently
    Brief explanation:

  7. Ability to work as cooperatively as part of a team or with supervision
    Brief explanation:

  8. Willingness to take more responsibilities
    Brief explanation:

  9. Reliability (meeting deadlines, punctuality, attendance)
    Brief explanation:

  10. Proficiency in analyzing facts, demonstrating good judgment, decision-making and problem-solving.
    Brief explanation:

Additional competencies for employees with supervisory roles

  1. Demonstrates fairness towards all co-workers.
    Brief explanation:

  2. Determines performance expectations, provides timely feedbacks and carries out formal performance assessments.
    Brief explanation:

  3. Helps employees to see the potential for honing their skills; helps them in eliminating obstacles to their development.
    Brief explanation:

  4. Delegates tasks where appropriate, based on the potential and ability of the employee.
    Brief explanation:

  5. Takes appropriate and timely disciplinary/corrective action with employees.
    Brief explanation:

  6. Takes specific actions to develop and create a diverse workforce to promote an inclusive environment.
    Brief explanation:

Employee's signature:
Date:

Reviewer's signature:
Date:

Template 11: Employee self-evaluation

This self-evaluation tool allows employees to reflect on their own performance and identify barriers to, or opportunities for, personal success.

Self-Evaluation

Employee:Date of review:Position:Manager:Job Definition1. Attach a current job description; if applicable, note any significant developments since last year's performance review.

  1. Which job duties do you view as most important? Why?

  2. Have there been any special circumstances that have hindered or helped you in performing your role this year? If yes, what was it and how did it impact your work?

Goal Setting1. What are your plans/goals next year and what steps will you take to meet these goals?

  1. What could your supervisor do to support you in performing your job and meeting these goals?

  2. What else would help you to perform your role better?

Development Planning

1. What kinds of professional development activities would you like to carry out next year?

2. What information or support do you need to accomplish these activities?

Employee signature:
Date:

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