Employee Performance Review
Give employees fair, consistent feedback with a structured review that rates core skills, records results against goals and sets clear objectives for the next period.
Includes 30 days of edits
- 5 to 20 minutes
- Print-ready PDF
What is an Employee Performance Review?
An employee performance review, also called a performance evaluation or appraisal, is a written assessment of how an employee has done their job over a set period. It rates the employee on core competencies, records accomplishments and areas for growth, and compares results against the goals set at the last review.
A good review is specific and balanced. Concrete examples, a consistent rating scale and measurable goals make feedback easier to understand and act on, and help managers treat employees in similar roles consistently. The review also gives the employee a chance to respond in writing.
Written reviews are useful records for the business. They support decisions about raises, promotions and development, and they document performance concerns that have been raised over time. Because reviews can be reviewed later by others, they work best when they focus on job-related facts rather than personal opinions.
When to use it
- It is time for an annual or mid-year review cycle.
- A new employee is finishing an introductory or probationary period.
- You want to document results at the end of a major project or assignment.
- You are considering an employee for a raise, promotion or new responsibilities.
- Performance concerns need to be recorded alongside a plan for improvement.
- You want to set measurable goals and a development plan for the coming period.
What is included
- Employee, reviewer and review period details
- Five-point rating scale with definitions
- Ratings and comments on core competencies
- Optional leadership rating for people managers
- Custom competencies specific to the role
- Review of goals from the previous period
- Key accomplishments, strengths and areas for improvement
- Overall rating and recommended next steps
- Goals and development plan for the next period
- Employee comments and signatures, with optional second-level approval
How to make your Performance Review
Answer the questions
Tell us about the parties and the terms you want. Most documents take about 5 to 20 minutes.
Review the preview
Check the draft as you go and change any answer. The document updates instantly.
Download, sign and keep a copy
Download a print-ready PDF, sign it with the other parties, and give everyone a copy.
Frequently asked questions
How often should performance reviews be done?
There is no legal requirement. Many employers review performance once or twice a year, with shorter check-ins in between. New employees are often reviewed at the end of an introductory period, and some teams review at the end of major projects.
What should a performance review include?
Most reviews cover the review period, ratings on key skills and behaviors, progress against previous goals, strengths, areas for improvement, an overall rating and goals for the next period. Space for the employee's own comments and signatures from both the reviewer and the employee round it out.
Does the employee have to sign the review?
Asking for a signature is common, but the signature normally confirms only that the employee received and discussed the review, not that they agree with it. Employees should be given a chance to add their own written comments.
Can a performance review be used to support a termination decision?
Reviews are often part of the record when an employer makes decisions about discipline or termination. They are most useful when they are accurate, specific, consistent with how other employees are rated, and completed on time. Inflated reviews that later conflict with a termination reason can create problems.
What makes a goal effective?
Effective goals are specific, measurable, achievable, relevant to the job and tied to a deadline. For example, “reduce average ticket response time to under four hours by June 30” is easier to evaluate than “improve customer service.”
What is a performance improvement plan?
A performance improvement plan, or PIP, is a written plan that identifies specific performance gaps, sets clear expectations and a timeline for improvement, and describes the support the employer will provide. A review can recommend a PIP, which is then usually prepared as a separate document.
Can employees see their personnel files and reviews?
Some states give employees a right to inspect or receive copies of their personnel records, which may include performance reviews. The rules differ by state, so check the requirements where the employee works.
How do I keep reviews fair and consistent?
Use the same rating scale and competencies for employees in similar roles, base ratings on documented examples from the whole review period, avoid comments about personal characteristics unrelated to the job, and have a second-level manager review ratings before they are shared.
