What is a performance review template?
A performance review template helps managers and human resources (HR) leaders objectively evaluate an employee’s work performance. Managers typically use templates to guide evaluations, applying rubrics for hard and soft skills and asking questions to support employee success. For example, you might ask what resources the employee needs to improve production times or their thoughts on communication between departments.
10 performance review templates
Using one of these templates may help you strengthen your company’s performance review process. You might also create a custom template based on your organization’s unique needs by combining these examples:
Template 1: Simple performance review
The simple performance review template includes employee qualities and skills, along with a four-point rating scale. It may be a good fit if you require frequent check-ins with employees, have a small team or plan to review employees with straightforward duties.
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:
- Creativity:
- Productivity:
- Group work:
- Initiative:
- Independent work:
- Communication:
- Quality of work:
Goals
- Achieved goals set during the last performance review
- Goals for the next performance review period:
Comments and approval:
Employee signature:
Reviewer signature:
Template 2: GOOD performance review
You might use a goals, obstacles, opportunities and decisions (GOOD) template to guide one-on-one conversations. The template may be right for your business if you have a growth-oriented company culture. GOOD is also helpful for managers who have a coaching leadership style and frequently provide positive and constructive feedback to team members.
Employee name:
Department:
Employee ID:
Reviewer name:
Position held:
Reviewer title:
Feedback
- What were our short-term and long-term goals?
- How have things gone since our last conversation?
- What are our future goals?
Obstacles
- What is slowing down our progress?
- What barriers are you facing?
- What can you do? What can I do to help?
Opportunities
- What are you proud of that your coworkers don’t know about?
- Do you feel you’re growing toward your goals?
- How can we help you increase job satisfaction?
Decisions
- What steps can I take before next time?
- What steps can 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 organize topics of discussion for quarterly performance reviews:
Employee name:
Department:
Position:
Reviewer name and title:
Review period:
Date of review:
Reflection
- What were the highlights of your previous month/quarter?
- What can you improve from last month/quarter?
- What were your goals for the last month/quarter? Did you achieve them?
Plan
- What would support your success in the next three months?
- How can we help you achieve your performance goals?
- How do you plan to track or measure your progress on these goals?
- What actions can you take to achieve these goals?
Future goals
- 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 organize their discussion points for mid-year performance conversations:
Employee name:
Department:
Position:
Reviewer name and title:
Review period:
Date of review:
Reflection
- What were the highlights of your year so far?
- What could be improved in the last six months?
- How have things been since our last conversation?
Plan
- What can make the next six months successful for you?
- What kind of support do you need to achieve your goals?
- How do you plan on tracking or measuring your progress on these goals?
- What actions can you take to achieve these goals?
Future goals
- 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
Peer reviews give employees the opportunity to evaluate each other. Collecting peer data can help you increase the accuracy of employee performance reviews, as colleagues may notice things managers don’t. For example, a peer might provide valuable feedback about a team member’s ability to collaborate effectively or their leadership skills when helping others.
Consider using this template for peer reviews:
Name:
Date:
Response
- How are your tasks or projects going?
- How are you prioritizing your tasks or projects?
- How can 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 search 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
This template prioritizes four performance factors: core values, areas of improvement, goals and ability:
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
Consider using the following template to review an employee’s first 90 days at the company:
Employee name:
Department:
Position:
Reviewer name and title:
Review period:
Date of review:
Feedback
- Which aspects of this role do you find most and least engaging?
- Are your job duties 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 complete your duties?
- What tools and resources may help you perform your job better?
- Do you have all the information needed to perform your duties effectively?
Goal setting and alignment
- Are some goals challenging to achieve this month/quarter?
- Do you understand how your personal goals align with company goals?
- What do you think are the right ways to achieve success over the next six, nine 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 about an employee’s progress toward achieving their goals:
Employee name:
Department:
Position:
Reviewer name and position:
Review period:
Date of review:
Before
- What are you most focused on since our last conversation?
- How’s the goal/task/project going?
- Do you have any anticipated or existing challenges or roadblocks we can discuss?
During
This section lists recommended follow-up prompts to address what comes up during the check-in.
- Is this still in alignment with you meeting your objectives?
- How did you apply what you learned?
- Do you have or need help with ideas to complete your work?
- Have you tried [fill in the blank]?
After
- What went well? Would you change anything in the future?
- Discuss other tasks/projects to work on next.
Employee signature:
Date:
Reviewer signature:
Date:
Template 9: Numerical scale performance review
This template allows managers to rate employees on a scale of one to five for each work-related competency. It also comes with additional performance competencies for employees with supervisory responsibilities.
Name of employee:
Position:
Date of review:
Name of reviewer:
Position:
Evaluation
- Skill and proficiency in completing assignments:
Brief explanation: - Knowledge and skills to complete job duties competently:
Brief explanation: - Ability to prioritize, organize and plan the workload:
Brief explanation: - Time management skills to complete tasks/projects on time:
Brief explanation: - Proficiency in improving work procedures and methods to achieve greater efficiency:
Brief explanation: - Strong communication with customers, peers and supervisors:
Brief explanation: - Ability to work independently:
Brief explanation: - Ability to work cooperatively as part of a team or with supervision:
Brief explanation: - Willingness to take on more responsibilities:
Brief explanation: - Reliability (meeting deadlines, punctuality, attendance):
Brief explanation: - Proficiency in analyzing facts, demonstrating good judgment, decision-making and problem-solving:
Brief explanation:
Additional competencies for employees with supervisory roles
- Demonstrates fairness toward all coworkers:
Brief explanation: - Determines performance expectations, provides timely feedback and conducts formal performance assessments:
Brief explanation: - Helps employees notice obstacles to their development and potential for honing their skills:
Brief explanation: - Delegates tasks based on the potential and ability of the employee:
Brief explanation: - Takes appropriate and timely disciplinary/corrective action with employees:
Brief explanation: - 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 10: Employee self-evaluation
This self-evaluation tool allows employees to reflect on their performance and identify barriers to or opportunities for personal success.
Employee:
Date of review:
Position:
Manager:
Job definition:
Attach a current job description. If applicable, note any significant developments since last year’s performance review.
- Which job duties do you believe are the most important? Why?
- Have any special circumstances hindered or helped you perform your role this year? If yes, what happened, and how did it impact your work?
Goal setting
- What are your plans/goals for next year, and what steps do you plan to take to meet these goals?
- What can your supervisor do to support you in performing your job and meeting these goals?
- What else would help you to perform your role better?
Development planning
- What kinds of professional development activities would you like to complete next year?
- What information or support do you need to accomplish these activities?
Employee signature:
Date:
