Employee Performance Review Template

Employee Performance Review Template

Running performance reviews without a standard format means every conversation is different, and important topics get missed. A consistent employee performance review template gives you a structured way to evaluate each team member, document their progress, and set goals for the next period.

This template is built for small businesses that need something thorough but not overly corporate. It covers competency ratings, goal review, an overall assessment, and space for both manager and employee input.

When to Use This Template

• Annual or semi-annual performance review cycles
• Quarterly check-ins where you want a formal record
• Before making decisions about raises, promotions, or role changes
• When an employee completes a probationary or introductory period

Employee Performance Review

Section 1: Employee Information

Section 2: Performance Rating Scale

Use the following scale throughout this review:

Section 3: Core Competency Ratings

Rate the employee in each area and provide specific comments or examples.

Job Knowledge and Skills

Quality of Work

Productivity and Efficiency

Communication

Teamwork and Collaboration

Reliability and Attendance

Problem Solving and Decision Making

Initiative and Self-Direction

Adaptability

Customer / Client Focus (if applicable)

Section 4: Role-Specific Competencies (Optional)

Add competencies specific to this employee's role. Examples: sales targets, technical proficiency, project management, safety compliance.

Competency: _______________________________________

Competency: _______________________________________

Competency: _______________________________________

Section 5: Goal Review

Review goals set during the previous evaluation period.

Section 6: Key Strengths

List two to four strengths this employee demonstrated during the review period.

Section 7: Areas for Development

List two to three areas where the employee should focus on growth.

Section 8: Goals for Next Review Period

Set specific, measurable goals for the upcoming period.

Section 9: Overall Assessment

Overall Performance Rating (1-5): _______

Overall Assessment Summary:

Write a narrative summary of the employee's overall performance, highlighting key contributions, progress, and areas to focus on going forward.

Recommendation:

• [ ] Eligible for merit increase
• [ ] Eligible for promotion
• [ ] Continue in current role
• [ ] Performance improvement plan recommended
• [ ] Other: _______________________________________

Section 10: Employee Comments

The employee may add their own comments about the review, their role, or their goals.

Section 11: Signatures

Manager / Reviewer:

Employee:

My signature acknowledges that this review has been discussed with me. It does not necessarily indicate agreement with the evaluation.

Second-Level Manager / Owner (if applicable):

How to Use This Template

1. Prepare in advance. Review the employee's previous goals, any notes from one-on-one meetings, and their self-evaluation (if you use one). Fill in the ratings and comments before the review meeting.
2. Be specific in your comments. "Does good work" is not helpful. "Consistently delivers client reports on time with fewer than two revisions needed" gives the employee real information.
3. Balance positives and development areas. Every employee has strengths to acknowledge and areas to grow. An employee performance review template that only focuses on problems will discourage your team.
4. Hold the review meeting. Walk through the form with the employee in a private setting. Discuss each section, especially areas where your assessment differs from their self-evaluation.
5. Set goals collaboratively. Work with the employee to define next-period goals that are specific, measurable, and realistic. Goals that the employee helps create are more likely to be achieved.
6. Collect signatures and file. Both parties sign the completed review. Store it in the employee's personnel file.

Tips for Small Business Managers

• Do not save feedback for the review. Performance reviews should contain no surprises. If you have been having regular one-on-ones, the review is simply a summary of ongoing conversations.
• Calibrate your ratings. Be honest with the rating scale. If everyone gets a 5, the ratings become meaningless. A 3 (Meets Expectations) is a solid, positive rating -- make sure your team knows that.
• Keep a running notes file. Throughout the year, jot down notable accomplishments, feedback, and incidents for each team member. This makes filling out the employee performance review template much easier when review time comes.
• Review your own performance too. Ask your employees for feedback on your management during the review. It builds trust and models a growth mindset.

Organizing performance reviews, tracking goals, and storing completed evaluations for your whole team is simple when everything is centralized. Boring HR's Team Tracker keeps employee records and review history in one place so you are always prepared.