Performance Review Template

1. Performance Review Template Performance Review TemplatePurposeThis template has been designed to assist you with gathering measurable feedbackregarding an employee’s past performance, attitude, and ability to do their job.Completing performance reviews on a regular basis is essential for maintaining motivation,assessing department capabilities, and managing your staff effectively. Managers who donot complete performance reviews or deal with performance issues reduce employee morale,decrease credibility of management, diminish organizational effectiveness, and contribute toincreased costs for resources. Have reviews completed by the employee (self-review), theirimmediate team members who work with them on a regular basis, and the departmentmanager.Scope of ReviewUse a standardized review form with which both you and your employees can becomefamiliar. When filling the performance dimensions to be assessed, include responsibilitiesfrom the job description, any assigned goals from the strategic plan, as well as needed skillsand behaviors for the defined job/role.Use the following standard review form for all employee evaluations. Following is adescription of each of the major sections that comprise the employee review. Section 1 – Overview of Previous Quarter Section 2 – Accomplishments and Obstacles Section 3 – Strengths and Opportunities Section 4 – Goals, Targets and Action Items Section 5 – Suggestions for Organizational Improvement Section 6 – Competency Self-Evaluation Section 7 – Competency Manager-Evaluation of Employee

2. Section 8 – Professional Development PlanEmployee Name:Manager Name:Title:Review Date:For Period:Section 1 – Overview of Previous Quarter Goals, Targets, and Action ItemsObjective #1 -Objective #2 -Objective #3 -Objective #4 - Programs and Initiatives KPIs and Action Items Target TimeframesProgram #1 -Program #2 -Initiative #1 - Section 8 – Professional Development PlanEmployee Name:Manager Name:Title:Review Date:For Period:Section 1 – Overview of Previous Quarter Goals, Targets, and Action ItemsObjective #1 -Objective #2 -Objective #3 -Objective #4 - Programs and Initiatives KPIs and Action Items Target TimeframesProgram #1 -Program #2 -Initiative #1 -

3. Initiative #2 -Section 2 – Accomplishments and ObstaclesDocument accomplishments and discuss the impact these had on the organization.Key Accomplishments for This Review PeriodAccomplishment 1:Accomplishment 2:Accomplishment 3:Document any obstacles that stood in the way of your objectives. Discuss any addedresponsibilities that had an impact on established objectives and expected results. Also,indicate how did these results and contributions supported organizational goals?Obstacles for This Review Period Initiative #2 -Section 2 – Accomplishments and ObstaclesDocument accomplishments and discuss the impact these had on the organization.Key Accomplishments for This Review PeriodAccomplishment 1:Accomplishment 2:Accomplishment 3:Document any obstacles that stood in the way of your objectives. Discuss any addedresponsibilities that had an impact on established objectives and expected results. Also,indicate how did these results and contributions supported organizational goals?Obstacles for This Review Period

4. Obstacle 1:Obstacle 2:Obstacle 3:Section 3 – Strengths & OpportunitiesSummarize the top three strengths and opportunities that need to be focused on.Be sure to consider the following questions: 1. Which strengths were instrumental in helping to achieve goals and results? 2. Which strengths are most important for achieving results next year? 3. Are there ways the employee can build on these key strengths? 4. Which improvements are critical to the employee’s ability to meet objectives? 5. What improvements have the employee’s manager, co-workers, or customers identified during the year?Strengths: 1. Strength 1 2. Strength 2 3. Strength 3Opportunities: Obstacle 1:Obstacle 2:Obstacle 3:Section 3 – Strengths & OpportunitiesSummarize the top three strengths and opportunities that need to be focused on.Be sure to consider the following questions: 1. Which strengths were instrumental in helping to achieve goals and results? 2. Which strengths are most important for achieving results next year? 3. Are there ways the employee can build on these key strengths? 4. Which improvements are critical to the employee’s ability to meet objectives? 5. What improvements have the employee’s manager, co-workers, or customers identified during the year?Strengths: 1. Strength 1 2. Strength 2 3. Strength 3Opportunities:

5. 1. Opportunity 1 2. Opportunity 2 3. Opportunity 3Section 4 – Goals, Targets and Action Items for Upcoming Quarter Goals, Targets, and Action ItemsObjective #1 -Objective #2 -Objective #3 -Objective #4 - Programs and Initiatives KPIs and Action Items Target TimeframesProgram #1 -Program #2 -Initiative #1 - 1. Opportunity 1 2. Opportunity 2 3. Opportunity 3Section 4 – Goals, Targets and Action Items for Upcoming Quarter Goals, Targets, and Action ItemsObjective #1 -Objective #2 -Objective #3 -Objective #4 - Programs and Initiatives KPIs and Action Items Target TimeframesProgram #1 -Program #2 -Initiative #1 -

6. Initiative #2 -Section 5 – Suggestions for Organizational ImprovementDocument any ideas you have that could improve our department’s processes andprocedures. If possible, demonstrate the impact these enhancements would have.Be sure to consider the following questions: 1. Are there organizational processes/procedures that reduce the employee’s effectiveness in meeting objectives? If so, what changes are suggested? 2. Are there any suggestions for improving team collaboration? 3. Are there any ideas on improving customer focus and service?Suggestions: Initiative #2 -Section 5 – Suggestions for Organizational ImprovementDocument any ideas you have that could improve our department’s processes andprocedures. If possible, demonstrate the impact these enhancements would have.Be sure to consider the following questions: 1. Are there organizational processes/procedures that reduce the employee’s effectiveness in meeting objectives? If so, what changes are suggested? 2. Are there any suggestions for improving team collaboration? 3. Are there any ideas on improving customer focus and service?Suggestions:

7. Section 6 – Competency Self-EvaluationFollowing are series of questions that have been designed to evaluate the behavior, skills,and attitude that our organization regards as critical for us to reach our individual,department, and corporate goals. 1 EMPLOYEE NEEDS TO FOCUS HEAVILY TO MEET EXPECTATIONS 2 EMPLOYEE NEEDS TO REFINE FOCUS TO MEET EXPECTATIONS 3 EMPLOYEE CONSISTENTLY MEETS EXPECTATIONS 4 EMPLOYEE MEETS AND FREQUENTLY EXCEEDS EXPECTATIONSPerformance Level DefinitionsFollowing are examples that will help you build a customized template for each job/role withinyour department. Feel free to modify these competencies as needed to ensure you areaccurately assessing the key areas for your company.Please provide a rating for each section based on the following criteria:Behaviors (examples)Displays LeadershipIs recognized by peers as a leader.Leads through change and adversity. 1 2 3 4Establishes clear focus, direction.Motivates and encourages others. Section 6 – Competency Self-EvaluationFollowing are series of questions that have been designed to evaluate the behavior, skills,and attitude that our organization regards as critical for us to reach our individual,department, and corporate goals. 1 EMPLOYEE NEEDS TO FOCUS HEAVILY TO MEET EXPECTATIONS 2 EMPLOYEE NEEDS TO REFINE FOCUS TO MEET EXPECTATIONS 3 EMPLOYEE CONSISTENTLY MEETS EXPECTATIONS 4 EMPLOYEE MEETS AND FREQUENTLY EXCEEDS EXPECTATIONSPerformance Level DefinitionsFollowing are examples that will help you build a customized template for each job/role withinyour department. Feel free to modify these competencies as needed to ensure you areaccurately assessing the key areas for your company.Please provide a rating for each section based on the following criteria:Behaviors (examples)Displays LeadershipIs recognized by peers as a leader.Leads through change and adversity. 1 2 3 4Establishes clear focus, direction.Motivates and encourages others.

8. Takes InitiativeTackles problems and takes risks.Seeks out new responsibilities & generates innovative ideas. 1 2 3 4Recognizes and acts on opportunities.Broadly defines responsibilities.Cares About QualityIs attentive to detail and accuracy.Looks for improvements continuously. 1 2 3 4Finds root cause of quality problems.Owns/acts on quality problems.Strives for ResultsManages a fair workload.Takes on additional responsibilities as needed. 1 2 3 4Manages priorities and time well.Develops and follows work procedures.Communicates EffectivelyCommunicates well both verbally and in writing.Produces accurate and punctual reports. 1 2 3 4Uses effective listening skills.Promotes candid and open atmosphere.Creates Effective Relationships Takes InitiativeTackles problems and takes risks.Seeks out new responsibilities & generates innovative ideas. 1 2 3 4Recognizes and acts on opportunities.Broadly defines responsibilities.Cares About QualityIs attentive to detail and accuracy.Looks for improvements continuously. 1 2 3 4Finds root cause of quality problems.Owns/acts on quality problems.Strives for ResultsManages a fair workload.Takes on additional responsibilities as needed. 1 2 3 4Manages priorities and time well.Develops and follows work procedures.Communicates EffectivelyCommunicates well both verbally and in writing.Produces accurate and punctual reports. 1 2 3 4Uses effective listening skills.Promotes candid and open atmosphere.Creates Effective Relationships

9. Builds strong relationships.Is flexible/open-minded. 1 2 3 4Solicits performance feedback & handles constructive criticism.Works well with others.Shows DependabilitySets high personal standards & meets commitments.Works independently & accepts accountability. 1 2 3 4Stays focused under pressure.Meets attendance requirements & completes work.Problem SolvingBreaks down problems into smaller components.Can simplify and process complex issues. 1 2 3 4Understands the difference between critical and unimportant detailsConsiders multiple solutions & expertly handles obstacles.Planning & Goal SettingDevelops challenging, yet realistic plans.Aligns plans with company goals. 1 2 3 4Plans for and manages resources.Balances short- and long-term goals.Example Behaviors Builds strong relationships.Is flexible/open-minded. 1 2 3 4Solicits performance feedback & handles constructive criticism.Works well with others.Shows DependabilitySets high personal standards & meets commitments.Works independently & accepts accountability. 1 2 3 4Stays focused under pressure.Meets attendance requirements & completes work.Problem SolvingBreaks down problems into smaller components.Can simplify and process complex issues. 1 2 3 4Understands the difference between critical and unimportant detailsConsiders multiple solutions & expertly handles obstacles.Planning & Goal SettingDevelops challenging, yet realistic plans.Aligns plans with company goals. 1 2 3 4Plans for and manages resources.Balances short- and long-term goals.Example Behaviors

10. . Criteria 1Criteria 2 1 2 3 4Criteria 3Criteria 4Example BehaviorsCriteria 1Criteria 2 1 2 3 4Criteria 3Criteria 4Skills (examples)Consult your job descriptions and add the required skills into these competency areas. Youwill certainly have to customize this section for the various roles within your department.Following are a few examples for an intermediate marketing manager.Sales Knowledge & ExperienceUnderstands the buying cycle and sales process.Able to promote company effectively. 1 2 3 4Knows how to use internal CRM system.Develops collateral/content that is used by sales team.Online Campaign Management

11. . Manages campaigns across multiple online channels.Understands affiliate and partnership strategies. 1 2 3 4Can effectively measure results of campaign investment.Employs search engine optimization techniques.Measurement & AnalyticsHas ability to measure results of marketing initiatives.Contributes to formulation of marketing dashboard & reports. 1 2 3 4Is able to predict revenues based on past results & current efforts.Can effectively demonstrate business case/ROI for investments.Communications ManagementEffectively determines needs of key internal/external stakeholders.Provides information to project stakeholders in a timely manner.Collects and disseminates information. This includes status reporting, progress 1 2 3 4measurement and forecasting.Clear, concise speaker who communicates in required languages.Example SkillsCriteria 1Criteria 2 1 2 3 4Criteria 3Criteria 4Section 7 – Competency Manager-Evaluation of Employee

12. . Following are examples that will help you build a customized template for each job/role withinyour department. Feel free to modify these competencies as needed to ensure you areaccurately assessing the key areas for your company.Please provide a rating for each section based on the following criteria:Behaviors (examples)Displays LeadershipIs recognized by peers as a leader.Leads through change and adversity. 1 2 3 4Establishes clear focus, direction.Motivates and encourages others.Takes InitiativeTackles problems and takes risks.Seeks out new responsibilities & generates innovative ideas. 1 2 3 4Recognizes and acts on opportunities.Broadly defines responsibilities.Cares About QualityIs attentive to detail and accuracy.Looks for improvements continuously. 1 2 3 4Finds root cause of quality problems.Owns/acts on quality problems.Strives for Results

13. . Manages a fair workload.Takes on additional responsibilities as needed. 1 2 3 4Manages priorities and time well.Develops and follows work procedures.Communicates EffectivelyCommunicates well both verbally and in writing.Produces accurate and punctual reports. 1 2 3 4Uses effective listening skills.Promotes candid and open atmosphere.Creates Effective RelationshipsBuilds strong relationships.Is flexible/open-minded. 1 2 3 4Solicits performance feedback & handles constructive criticism.Works well with others.Shows DependabilitySets high personal standards & meets commitments.Works independently & accepts accountability. 1 2 3 4Stays focused under pressure.Meets attendance requirements & completes work.Problem Solving

14. . Breaks down problems into smaller components.Can simplify and process complex issues. 1 2 3 4Understands the difference between critical and unimportant detailsConsiders multiple solutions & expertly handles obstacles.Planning & Goal SettingDevelops challenging, yet realistic plans.Aligns plans with company goals. 1 2 3 4Plans for and manages resources.Balances short- and long-term goals.Example BehaviorsCriteria 1Criteria 2 1 2 3 4Criteria 3Criteria 4Example BehaviorsCriteria 1Criteria 2 1 2 3 4Criteria 3Criteria 4Skills (examples)Consult your job descriptions and add the required skills into these competency areas. Youwill certainly have to customize this section for the various roles within your department.Following are a few examples for an intermediate marketing manager.

15. . Sales Knowledge & ExperienceUnderstands the buying cycle and sales process.Able to promote company effectively. 1 2 3 4Knows how to use internal CRM system.Develops collateral/content that is used by sales team.Online Campaign ManagementManages campaigns across multiple online channels.Understands affiliate and partnership strategies. 1 2 3 4Can effectively measure results of campaign investment.Employs search engine optimization techniques.Measurement & AnalyticsHas ability to measure results of marketing initiatives.Contributes to formulation of marketing dashboard & reports. 1 2 3 4Is able to predict revenues based on past results & current efforts.Can effectively demonstrate business case/ROI for investments.Communications ManagementEffectively determines needs of key internal/external stakeholders.Provides information to project stakeholders in a timely manner.Collects and disseminates information. This includes status reporting, progress 1 2 3 4measurement and forecasting.Clear, concise speaker who communicates in required languages.

16. . Example SkillsCriteria 1Criteria 2 1 2 3 4Criteria 3Criteria 4Section 8 – Professional Development PlanThis section should be completed once the employee and manager have agreed upondesired areas for improvement. Be sure your professional development plan is linked to theupcoming department goals & objectives. Your development plan should include specificdevelopment objectives, related activities to support knowledge & skill growth, and measures& timeframes for completion.Employee Development Plan:Developmental Objective 1:Developmental Objective 2:Developmental Objective 3:Thank you for completing this Performance Review. By assessing past performance andevaluating future organizational development needs, we are demonstrating our commitmentto professional growth and success.

17. . By signing, you agree to focus on your strengths and opportunities to develop further.Additionally, we agree to include your suggestions for process improvement.Employee Name: Manager Name:Employee Signature: Manager Signature:Review Date: Review Date: