A structured review form keeps evaluations consistent across managers and makes sure every review covers the same ground: what was achieved, how it was achieved, and what comes next. Use this template for annual, half-yearly, or probation reviews. It works best when goals were agreed at the start of the cycle and managers have notes from regular check-ins.
Copy this template into your document editor, or manage it inside Qrew HR's document workflows.
Performance review template
Part 1: Employee and review details
| Employee name | [Full Name] |
| Employee ID | [ID] |
| Designation | [Job Title] |
| Department | [Department] |
| Reviewer (manager) | [Manager Name] |
| Review type | [Annual / Half-yearly / Probation / Other] |
| Review period | [DD/MM/YYYY to DD/MM/YYYY] |
| Date of review meeting | [DD/MM/YYYY] |
Part 2: Rating scale
| Rating | Label | Meaning |
|---|
| 5 | Outstanding | Consistently exceeded expectations and raised the bar for others |
| 4 | Exceeds expectations | Met all expectations and exceeded several |
| 3 | Meets expectations | Delivered what was agreed at the expected quality |
| 2 | Partially meets | Met some expectations; clear gaps need attention |
| 1 | Does not meet | Significant gaps across most areas |
Part 3: Goals and key results ([60–70]% of overall rating)
| # | Goal and success measure | Weight | Result / evidence | Self rating | Manager rating |
|---|
| 1 | [Goal and how success is measured] | [X%] | [What was achieved, with examples] | [1–5] | [1–5] |
| 2 | [Goal] | [X%] | [Result] | [1–5] | [1–5] |
| 3 | [Goal] | [X%] | [Result] | [1–5] | [1–5] |
| 4 | [Goal] | [X%] | [Result] | [1–5] | [1–5] |
| 5 | [Goal] | [X%] | [Result] | [1–5] | [1–5] |
| Weighted goal score | 100% | | [X.X] | [X.X] |
Part 4: Competencies and values ([30–40]% of overall rating)
| Competency | What good looks like | Example from this period | Self rating | Manager rating |
|---|
| Ownership | Takes responsibility for outcomes and follows through | [Example] | [1–5] | [1–5] |
| Quality of work | Delivers accurate, thorough work that needs little rework | [Example] | [1–5] | [1–5] |
| Collaboration | Works well with others and shares information openly | [Example] | [1–5] | [1–5] |
| Communication | Communicates clearly and keeps stakeholders informed | [Example] | [1–5] | [1–5] |
| Learning and adaptability | Picks up new skills and adjusts to change | [Example] | [1–5] | [1–5] |
| [Leadership – for people managers] | Sets direction, develops team members, gives feedback | [Example] | [1–5] | [1–5] |
| Average competency score | | [X.X] | [X.X] |
Part 5: Employee self-assessment
- What are you most proud of in this period? [Response]
- What challenges did you face, and how did you handle them? [Response]
- What support would help you do your best work? [Response]
- What would you like to learn or take on next? [Response]
Part 6: Manager assessment
| Key strengths | [2–3 strengths with examples] |
| Areas for development | [1–2 areas with examples] |
| Overall comments | [Summary of performance in the period] |
Part 7: Overall rating
| Goal score × [weight] | [X.X] |
| Competency score × [weight] | [X.X] |
| Overall score | [X.X] |
| Final rating (after calibration) | [1–5 and label] |
| For probation reviews: recommendation | [Confirm / Extend probation by X months / Other] |
Part 8: Development plan for next period
| Development area | Action | Support needed | By when |
|---|
| [Skill or behaviour] | [Project, course, mentoring, etc.] | [From manager / HR] | [Date] |
| [Skill or behaviour] | [Action] | [Support] | [Date] |
Part 9: Goals for next period
| # | Goal and success measure | Weight | Target date |
|---|
| 1 | [Goal] | [X%] | [Date] |
| 2 | [Goal] | [X%] | [Date] |
| 3 | [Goal] | [X%] | [Date] |
Part 10: Comments and sign-off
| Employee comments | [Employee's comments, including any disagreement] |
| Employee signature and date | ____________________ [DD/MM/YYYY] |
| Manager signature and date | ____________________ [DD/MM/YYYY] |
| Reviewed by (skip-level / HR) | [Name] ____________________ [DD/MM/YYYY] |
The employee's signature confirms the review was discussed, not necessarily that they agree with it.
How to use this template
- Set goals at the start of the cycle. Fill Part 3 when goals are agreed, then update it at review time. Reviewing against goals written after the fact is unfair to everyone.
- Ask for the self-assessment first. Give employees a week to complete their part before the manager writes theirs.
- Back every rating with an example. Use notes from check-ins across the whole period to avoid recency bias.
- Calibrate before sharing. Compare proposed ratings across managers in the same department before final ratings go to employees.
- Share the form before the meeting. Sending it a day in advance makes the conversation calmer and more useful.
- Adjust the weights. Change the goal and competency split and the competency list to fit your organisation, but keep them the same for everyone in a role family.
- Run cycles in one place. Qrew HR's Performance Management lets you run review cycles with goals, self-reviews, manager reviews, and reminders, so HR can see who has finished. For more on running the process, read our Performance Management Best Practices guide.
