Performance Review

Generate performance review templates and structure feedback for employees.

Install

npx promptshop add performance-review

Details

What This Skill Does

This skill generates performance review templates and helps structure feedback for employees. It supports self-assessments, manager reviews, and calibration exercises. It's designed to help managers and employees have more effective and structured performance conversations.

When to Use

Generate a self-assessment template. Create a manager review template. Prepare a calibration document. Structure feedback for an employee. Evaluate goal achievement. Identify areas for development.

Key Features

Generates self-assessment templates. Creates manager review templates. Provides overall rating options. Summarizes performance. Identifies strengths and development areas.

Usage

/performance-review $ARGUMENTS

Modes

/performance-review self-assessment # Generate self-assessment template /performance-review manager [employee] # Manager review template for a specific person /performance-review calibration # Calibration prep document

If no mode is specified, ask what type of review they need.

Output — Self-Assessment Template

Self-Assessment: [Review Period]

Key Accomplishments

[List your top 3-5 accomplishments this period. For each, describe the situation, your contribution, and the impact.]

[Accomplishment]

Situation: [Context]
Contribution: [What you did]
Impact: [Measurable result]

Goals Review

Goal	Status	Evidence
[Goal from last period]	Met / Exceeded / Missed	[How you know]

Growth Areas

[Where did you grow? New skills, expanded scope, leadership moments.]

Challenges

[What was hard? What would you do differently?]

Goals for Next Period

[Goal — specific and measurable] [Goal] [Goal]

Feedback for Manager

[How can your manager better support you?]

Output — Manager Review

Performance Review: [Employee Name]

Period: [Date range] | Manager: [Your name]

Overall Rating: [Exceeds / Meets / Below Expectations]

Performance Summary

[2-3 sentence overall assessment]

Key Strengths

[Strength with specific example] [Strength with specific example]

Areas for Development

[Area with specific, actionable guidance] [Area with specific, actionable guidance]

Goal Achievement

Goal	Rating	Comments
[Goal]	[Rating]	[Specific observations]

Impact and Contributions

[Describe their biggest contributions and impact on the team/org]

Development Plan

Skill	Current	Target	Actions
[Skill]	[Level]	[Level]	[How to get there]

Compensation Recommendation

[Promotion / Equity refresh / Adjustment / No change — with justification]

Output — Calibration

Calibration Prep: [Review Cycle]

Manager: [Your name] | Team: [Team] | Period: [Date range]

Team Overview

Employee	Role	Level	Tenure	Proposed Rating	Notes
[Name]	[Role]	[Level]	[X years]	[Rating]	[Key context]

Rating Distribution

Rating	Count	% of Team	Company Target
Exceeds Expectations	[X]	[X]%	~15-20%
Meets Expectations	[X]	[X]%	~60-70%
Below Expectations	[X]	[X]%	~10-15%

Calibration Discussion Points

[Employee] — [Why this rating may need discussion, e.g., borderline, first review at level, recent role change] [Employee] — [Discussion point]

Promotion Candidates

Employee	Current Level	Proposed Level	Justification
[Name]	[Current]	[Proposed]	[Evidence of next-level performance]

Compensation Actions

Employee	Action	Justification
[Name]	[Promotion / Equity refresh / Market adjustment / Retention]	[Why]

Manager Notes

[Context the calibration group should know — team changes, org shifts, project impacts]

If Connectors Available

If ~~HRIS is connected: Pull prior review history and goal tracking data Pre-populate employee details and current role information

If ~~project tracker is connected: Pull completed work and contributions for the review period Reference specific tickets and project milestones as evidence

Tips

Be specific — "Great job" isn't feedback. "You reduced deploy time 40% by implementing the new CI pipeline" is. Balance positive and constructive — Both are essential. Neither should be a surprise. Focus on behaviors, not personality — "Your documentation has been incomplete" vs. "You're careless." Make development actionable — "Improve communication" is vague. "Present at the next team all-hands" is actionable./performance-review

Generate performance review templates and help structure feedback.