This template gives a performance review a clear shape: a look back at agreed goals, comments on the areas that matter for the role, strengths and development, and goals for the next period. It is intentionally generic — not a proprietary framework or a fixed scoring system — so you can adapt every part to your team. For the wider context, see the performance review process guide and how to run reviews as an operating cadence.
Template overview
It moves from past to future: review the goals set last time, comment on role-relevant areas with specific examples, then agree strengths, development areas and the next period's goals — captured in a two-way conversation.
When to use it
- Running a scheduled performance review or check-in.
- Standardising reviews so they are consistent across managers.
- Recording outcomes and agreed next steps so follow-up is possible.
Key elements
- Review period and basic details — so the record is unambiguous.
- Goals from last period — the outcome of each, in plain terms.
- Areas relevant to the role — with comments backed by examples.
- Strengths and development areas — balanced and specific.
- Goals for the next period — concrete, with support and owner.
- Employee comments — space for the employee's own view.
- Follow-up — a date to revisit progress.
Best practices
- Use the same structure for everyone, so reviews are comparable and fair.
- Comment on specific, observed examples rather than impressions.
- Keep it two-way — invite the employee's view and capture it.
- Adapt the areas and any rating wording to the role and your organisation.
- Agree concrete next steps and a follow-up date, then revisit them.
Printable template
Copy the block below and replace every [bracketed] placeholder. The areas and the example rating wording are starting points to adapt — not a prescribed framework or scoring method. Keep ratings, change them, or replace them with written comments.