Performance Review

Generate performance review templates and structure feedback for employees.

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.