Performance reviews help managers give useful feedback to their employees about work quality and goals. A good review process uses the right template to make feedback clear and meaningful for everyone involved. The template choice affects how well managers can evaluate employee skills, track progress, and plan future growth. The right format guides conversations between managers and staff members while creating records of achievements and areas that need improvement.
Types of Performance Reviews
Performance reviews come in many forms to fit different business needs and goals. Companies often mix these types to create the best system for their teams.
- Rating scale reviews let managers score employees on skills and goals using numbers, usually 1-5. A score of 1 might mean “needs improvement” while 5 shows “excellent performance.”
- 360-degree feedback gathers input from many sources. Coworkers, supervisors, and direct reports all share their views about an employee’s work.
- Self-assessment reviews ask workers to rate their own performance. Employees might write about their biggest wins, challenges, and growth areas from the past year.
- Behavioral reviews focus on specific actions and examples. Instead of general feedback like “good communication,” managers note exact situations: “Led three successful client meetings in Q4.”
- Project-based reviews happen after big tasks or milestones. They work well for teams that handle separate projects rather than ongoing duties.
- Skill-based reviews check how well employees use needed abilities. For example, a software developer might be rated on coding, problem-solving, and teamwork skills.
Some companies do quarterly or monthly check-ins. These short, frequent talks help catch problems early and keep goals on track.
Components of Effective Performance Reviews
1. Rating Systems
Performance ratings create a standard way to measure employee work. A common 5-point scale ranges from “Needs Improvement” to “Outstanding Performance.”
Many companies use numbered scales (1-5) with clear descriptions for each level. For example:
- Level 5: Consistently exceeds expectations
- Level 4: Often exceeds expectations
- Level 3: Meets all expectations
- Level 4: Meets most expectations
- Level 1: Does not meet expectations
Some organizations prefer simpler 3-point systems: “Below Target,” “On Target,” and “Above Target.”
2. Feedback and Discussion
Managers should give specific examples of employee actions and results. “You showed great leadership when managing the Harris project” works better than “You did a good job.”
Two-way conversations let employees share their views and challenges. Questions like “What support do you need?” and “What barriers are you facing?” spark productive talks.
Written comments add depth to number ratings. Notes about achievements, growth areas, and next steps make reviews more useful.
3. Setting and Reviewing Goals
SMART goals work best: Specific, Measurable, Achievable, Relevant, and Time-bound. Example: “Increase customer satisfaction scores by 10% by December 2026.”
Goals should link to company objectives. An IT worker might aim to “Reduce system downtime by 25% this quarter.”
Regular check-ins help track progress. Monthly or quarterly meetings let managers and employees adjust goals as needed.
Breaking big goals into smaller targets makes them easier to achieve. Example: “Complete one training module each month” builds toward “Earn certification by year-end.”
Generic Performance Review Template
A basic performance review form helps managers assess employee work consistently. The template below covers important areas while staying simple and adaptable.
Template
Employee Name: [Name]
Department: [Department]
Review Period: [Start Date] to [End Date]
Manager: [Name]
Performance Rating Scale: 1 – Needs Improvement 2 – Meets Some Expectations 3 – Meets All Expectations 4 – Exceeds Expectations 5 – Outstanding Performance
Key Areas for Review:
- Job Knowledge & Skills (Rating: ___)
- Quality of Work (Rating: ___)
- Productivity (Rating: ___)
- Communication (Rating: ___)
- Teamwork (Rating: ___)
- Initiative (Rating: ___)
Example
Employee Name: Jane Smith
Department: Marketing
Review Period: Jan 2025 – Dec 2025
Manager: Mike Johnson
Ratings:
- Job Knowledge & Skills: 4
- Quality of Work: 5
- Productivity: 4
- Communication: 3
- Teamwork: 4
- Initiative: 4
Comments: Jane shows strong marketing skills and delivers high-quality campaigns. She works well with the team and takes on extra projects when needed. Her communication skills could improve through more frequent updates on project status.
Goals for Next Period:
- Complete advanced marketing certification
- Lead two major campaigns
- Improve project status communication
Simple Performance Review Template
A basic performance review template helps managers track employee progress and provide helpful feedback. The template needs only a few important sections to work well.
Basic Template
Employee Details
- Name:
- Position:
- Department:
- Review Period:
- Review Date:
Performance Rating Scale 1 = Needs Improvement 2 = Meets Some Expectations 3 = Meets Expectations 4 = Exceeds Expectations 5 = Outstanding
Key Performance Areas
- Job Knowledge: [Rating 1-5]
- Quality of Work: [Rating 1-5]
- Communication Skills: [Rating 1-5]
- Teamwork: [Rating 1-5]
- Initiative: [Rating 1-5]
Comments and Goals
- Strengths:
- Areas for Growth:
- Goals for Next Period:
- Action Plan:
Example
Employee Details
- Name: Jane Smith
- Position: Sales Representative
- Department: Sales
- Review Period: Jan-Dec 2024
- Review Date: Dec 15, 2024
Performance Ratings
- Job Knowledge: 4
- Quality of Work: 4
- Communication Skills: 5
- Teamwork: 4
- Initiative: 3
Comments and Goals
- Strengths: “Excellent customer communication and relationship building”
- Areas for Growth: “Product knowledge needs improvement”
- Goals: “Complete advanced product training by Q2 2025”
- Action Plan: “Weekly coaching sessions with senior sales team”
Quarterly Review Template
A quarterly review checks employee performance every three months. This shorter time frame helps track progress on goals and catch problems early.
Managers need these key parts in their quarterly review template:
- Employee Name and Position
- Review Period
- Goals Progress
- Skills Assessment
- Areas for Growth
- Next Quarter Goals
Template
[Review Period]: Q1 2025 (Jan-Mar)
Goals Status:
- Goal 1: [Status]
- Goal 2: [Status]
- Goal 3: [Status]
Skills Rating (1-5):
- Communication: ___
- Teamwork: ___
- Technical Skills: ___
Growth Areas:
Next Quarter Goals:
Example
Employee Name: Sarah Chen
Department: Marketing
[Review Period]: Q1 2025 (Jan-Mar)
Goals Status:
- Create social media calendar: Complete
- Increase engagement by 15%: In Progress
- Launch email campaign: Not Started
Skills Rating (1-5):
- Communication: 4
- Teamwork: 5
- Technical Skills: 3
Growth Areas:
- SEO strategy development
- Data analysis skills
Next Quarter Goals:
- Complete Google Analytics certification
- Develop three new marketing campaigns
Mid-Year Performance Review Template
A mid-year performance review helps managers track employee progress and give feedback halfway through the annual cycle. This type of review creates chances to make adjustments before year-end.
The template below covers key areas for evaluating employee performance:
Template
Employee Name: [Name]
Department: [Department]
Review Period: [Start Date] to [End Date]
Goals & Objectives:
- List top 3 goals set at start of year
- Rate progress: On Track / Behind / Ahead
- Add specific examples for each goal
Skills Assessment:
- Technical Skills: [Rate 1-5]
- Communication: [Rate 1-5]
- Teamwork: [Rate 1-5]
- Leadership: [Rate 1-5]
Example
Employee Name: Sarah Chen
Department: Marketing
Review Period: Jan 1 – Jun 30, 2025
Goals & Objectives:
- Launch spring campaign – On Track
- Increase social media engagement 15% – Ahead (currently at 18%)
- Create 4 video ads – Behind (2 completed)
Skills Assessment:
- Technical Skills: 4
- Communication: 5
- Teamwork: 4
- Leadership: 4
Next Steps:
- Schedule weekly check-ins
- Adjust timeline for video production
- Continue strong social media strategy
Employee Self-Evaluation Template
The employee self-evaluation forms an important part of the performance review process. Employees rate their own work performance, achievements, and growth areas using a structured format.
A basic self-evaluation template includes these key sections:
- Job Performance and Goals
- Achievements and Accomplishments
- Areas for Development
- Future Goals and Objectives
- Additional Comments
Example ratings use a 1-5 scale: 1 = Needs Improvement 2 = Below Expectations 3 = Meets Expectations 4 = Exceeds Expectations 5 = Outstanding
Sample Template Question
“Rate your ability to meet project deadlines” Rating: ___ (1-5) Comments: _______________
Example
Rating: 4. Comments: “Completed 95% of projects on time in 2024. Proactively communicated any delays and adjusted timelines when needed.”
Other recommended questions for the template:
- What were your top 3 accomplishments this year?
- Which skills would you like to develop?
- What support do you need to reach your goals?
- How do you contribute to team success?
The employee should provide specific examples and metrics when possible. A manager may schedule a meeting to discuss the self-evaluation after completion.
Peer Review Template
A peer review helps employees share feedback about their coworkers’ job performance. This type of review works best when focusing on specific behaviors and situations rather than personal opinions.
The template below guides reviewers through key areas of evaluation:
Tempalte
Employee Information
- Name of Employee Being Reviewed: _______
- Review Period: _______
- Department: _______
- Your Name: _______
Performance Areas to Rate (1-5 scale)
- Communication Skills
- Teamwork
- Meeting Deadlines
- Quality of Work
- Initiative
Written Feedback Questions
- What does this person do well?
- Which areas need improvement?
- How do they support team goals?
- What specific examples can you share?
Sample Completed Review
Name: Sarah Chen
Department: Marketing
Period: Jan-Dec 2024
Reviewer: Michael Torres
Sarah excels at clear communication and meeting deadlines. She scored 5/5 in both areas.
Her collaborative approach helped our team complete the Q4 campaign ahead of schedule. She actively shares knowledge with new team members.
One growth area involves taking more initiative on new projects. Sarah works great when given direction but could benefit from leading more initiatives independently.
90-Day Review Template
The 90-day review helps managers assess new employees during their first three months. This feedback shows progress and sets expectations for future growth.
A basic template includes these key areas:
- Employee Name and Position
- Review Period
- Performance Goals Met
- Areas for Growth
- Training Completed
- Next Steps
Sample Template Text
“Employee exceeded initial training goals and shows strong teamwork skills. Project deliverables completed on time with high quality. Communication needs improvement in team meetings.”
For measurable results, rate performance areas from 1-5:
โ Job Knowledge โ Quality of Work
โ Communication โ Initiative โ Reliability
Example Rating
“Sarah Smith – Marketing Coordinator Period: Nov 15, 2024 – Feb 15, 2025
Job Knowledge: 4/5 Quality of Work: 5/5
Communication: 3/5 Initiative: 4/5 Reliability: 5/5
Next Steps: Focus on speaking up more in meetings and sharing project updates with the team.”
The manager should discuss the review in person and have both parties sign the final document.
Annual Performance Review Template
A yearly performance review gives employees feedback about their work over the past 12 months. This standard template helps managers track progress and set goals.
Basic employee details go at the top of the form:
- Employee Name
- Job Title
- Department
- Review Period
- Manager Name
The main review sections include:
- Job Knowledge and Skills
- Quality of Work
- Communication
- Teamwork
- Initiative
- Goals and Objectives
- Professional Development
Rate each area on a 1-5 scale: 1 = Needs Improvement 2 = Below Expectations 3 = Meets Expectations 4 = Exceeds Expectations 5 = Outstanding
Sample Rating
“Quality of Work: 4 – Employee consistently delivers high-quality results ahead of deadlines. Projects are thorough and accurate.”
Goals should follow the SMART format. Example: “Increase customer satisfaction scores by 15% within 6 months through improved response times and follow-up procedures.”
The review ends with:
- Employee Comments
- Manager Comments
- Signatures and Date
- Development Plan
- Next Review Date
Include specific examples in each section. Like this: “Led the website redesign project, resulting in 25% increased traffic and positive user feedback.”
Project-Based Review Template
A project-based review focuses on measuring employee performance through specific projects and initiatives rather than general job duties. This style works well for teams that handle distinct projects or campaigns.
The basic template should include these key elements:
- Project name and timeline
- Goals and expected outcomes
- Role and responsibilities
- Key achievements and metrics
- Areas for improvement
- Skills demonstrated
- Next steps and recommendations
Sample Template
[Project Name]: Marketing Campaign Q1 2025
[Employee Role]: Campaign Manager
[Project Timeline]: Jan 15 – Feb 15, 2025
[Goals Met]: Yes/No/Partial
[Key Metrics]: Numbers/Results
[Skills Displayed]: List 3-5 skills
[Areas of Excellence]: Key strengths shown
[Growth Areas]: Development needs
[Action Items]: Next steps
Example
[Project]: Social Media Launch Campaign
[Role]: Lead Strategist
[Timeline]: 6 weeks
[Goals Met]: Yes – exceeded targets by 15%
[Metrics]: 50k new followers, 85% engagement rate
[Skills]: Strategic planning, team leadership, creative direction
[Excellence]: Campaign innovation, team coordination
[Growth]: Budget management
[Action Items]: Lead next quarter’s website redesign project
This template helps managers track specific project contributions and measure growth through tangible results.
The format makes it easy to compare performance across different projects and identify patterns in employee strengths and development needs.
Numerical Scale Performance Review Template
A numerical scale performance review gives managers a simple way to rate employee performance using numbers. These scales often range from 1-5 or 1-10, with clear descriptions for each rating level.
Template
The basic template includes these rating categories:
โข Work Quality (1-5)
โข Productivity (1-5)
โข Communication Skills (1-5)
โข Teamwork (1-5)
โข Initiative (1-5)
โข Punctuality (1-5)
Rating descriptions make scoring clear: 1 = Does not meet expectations 2 = Needs improvement 3 = Meets expectations 4 = Exceeds expectations 5 = Outstanding performance
Example
Employee: Jane Smith
Position: Customer Service Representative
Review Period: Jan-Dec 2025
Work Quality: 4 Consistently resolves customer issues with minimal errors
Productivity: 5 Handles 20% more calls than team average
Communication: 4 Clear and professional in all interactions
Teamwork: 3 Works well with others and helps when asked
Initiative: 4 Often suggests process improvements
Punctuality: 5 Never late, always prepared for shifts
Total Score: 25/30
360-Degree Performance Review Template
Employee Name:
Position:
Department:
Review Period:
1. Self-Assessment
– Key strengths:
– Areas for improvement:
– Major accomplishments:
– Goals for the next review period:
2. Manager Assessment
– Employee’s job knowledge and skills:
– Quality of work:
– Productivity and time management:
– Communication and collaboration:
– Leadership and initiative:
– Areas for improvement:
3. Peer Assessment (Repeat for each peer)
– Peer Name:
– Working relationship with the employee:
– Employee’s strengths:
– Areas where the employee can improve:
– Additional comments:
4. Subordinate Assessment (If applicable, repeat for each subordinate)
– Subordinate Name:
– Employee’s leadership and management skills:
– Communication and support provided by the employee:
– Areas where the employee can improve as a manager:
– Additional comments:
5. Customer or Stakeholder Assessment (If applicable, repeat for each customer or stakeholder)
– Customer/Stakeholder Name:
– Interaction with the employee:
– Employee’s strengths in customer/stakeholder relations:
– Areas where the employee can improve:
– Additional comments:
6. Overall Summary
– Key themes from the assessments:
– Employee’s overall performance:
– Recommendations for professional development:
– Action plan for the next review period:
Example
Employee Name: John Smith
Position: Marketing Manager
Department: Marketing
Review Period: January 1, 2025 – December 31, 2025
1. Self-Assessment
– Key strengths: Creative problem-solving, team leadership, and project management
– Areas for improvement: Public speaking and data analysis skills
– Major accomplishments: Successfully launched a new product line, increasing revenue by 15%
– Goals for the next review period: Develop a comprehensive marketing strategy and improve data-driven decision-making
2. Manager Assessment
– Employee’s job knowledge and skills: John has a strong understanding of marketing principles and trends
– Quality of work: Consistently delivers high-quality, innovative marketing campaigns
– Productivity and time management: Efficiently manages multiple projects and meets deadlines
– Communication and collaboration: Effectively communicates with team members and other departments
– Leadership and initiative: Demonstrates strong leadership skills and takes initiative to improve processes
– Areas for improvement: Could benefit from additional training in data analysis and public speaking
3. Peer Assessment
– Peer Name: Jane Smith, Marketing Specialist
– Working relationship with the employee: Collaborates with John on various marketing projects
– Employee’s strengths: John is a creative thinker and supportive team member
– Areas where the employee can improve: Could provide more detailed feedback on projects
– Additional comments: John is a valuable asset to the marketing team
4. Subordinate Assessment
– Subordinate Name: Mark Johnson, Marketing Coordinator
– Employee’s leadership and management skills: John is an effective leader who provides clear guidance and support
– Communication and support provided by the employee: Regularly communicates project updates and offers assistance when needed
– Areas where the employee can improve as a manager: Could provide more opportunities for professional development
– Additional comments: John is a fair and approachable manager
5. Customer or Stakeholder Assessment
– Customer/Stakeholder Name: Sarah Brown, Sales Manager
– Interaction with the employee: Collaborates with John on aligning marketing and sales strategies
– Employee’s strengths in customer/stakeholder relations: John is responsive to feedback and adapts strategies accordingly
– Areas where the employee can improve: Could provide more detailed reports on marketing campaign results
– Additional comments: John maintains a positive and professional relationship with the sales team
6. Overall Summary
– Key themes from the assessments: John is a creative, supportive, and effective marketing manager who consistently delivers high-quality work. Areas for improvement include data analysis, public speaking, and providing more detailed feedback and reports.
– Employee’s overall performance: Exceeds expectations
– Recommendations for professional development: Attend workshops or courses on data analysis and public speaking, and seek mentorship opportunities
– Action plan for the next review period: Develop a comprehensive marketing strategy, improve data-driven decision-making, and provide more opportunities for team members’ professional growth
One-on-One Progress Review Template
Regular one-on-one progress reviews help managers track employee growth and address concerns promptly. These meetings work best when scheduled monthly or quarterly.
Template
A basic template should include these key elements:
- Employee Name and Role
- Review Date
- Goals from Previous Meeting
- Progress on Current Projects
- Challenges or Roadblocks
- Support Needed
- New Goals and Timeline
- Action Items
- Next Meeting Date
Example
Employee: Jane Smith
Role: Marketing Specialist
Date: March 15, 2025
Previous Goals: Launch Q1 social media campaign
Progress: Campaign reached 150% of target engagement
Challenges: Limited design resources
Support: Need additional graphic design hours
New Goals: Plan Q2 email marketing strategy
Action Items: Book meeting with design team
Next Review: April 15, 2025
The template keeps meetings focused and makes it easy to track progress over time. Managers can adapt these points based on their team’s needs.
Taking notes during the meeting helps both parties remember key discussion points and commitments made.
Sending a follow-up email after the meeting ensures both manager and employee agree on the discussed items and next steps.