This document provides a performance review template to gather feedback on an employee's performance, attitude, and job abilities. It includes sections for reviewing accomplishments, strengths, opportunities, goals, suggestions for improvement, self-evaluation of competencies, and manager evaluation of competencies. Completing regular performance reviews is important for motivation, assessing capabilities, and effective management. The template standardizes the review process and includes areas relevant to job responsibilities and organizational goals.

1. Performance Review Template
Purpose
This template has been designed to assist you with gathering measurable feedback
regarding an employee’s past performance, attitude, and ability to do their job.
Completing performance reviews on a regular basis is essential for maintaining motivation,
assessing department capabilities, and managing your staff effectively. Managers who do
not complete performance reviews or deal with performance issues reduce employee morale,
decrease credibility of management, diminish organizational effectiveness, and contribute to
increased costs for resources. Have reviews completed by the employee (self-review), their
immediate team members who work with them on a regular basis, and the department
manager.
Scope of Review
Use a standardized review form with which both you and your employees can become
familiar. When filling the performance dimensions to be assessed, include responsibilities
from the job description, any assigned goals from the strategic plan, as well as needed skills
and behaviors for the defined job/role.
Use the following standard review form for all employee evaluations. Following is a
description of each of the major sections that comprise the employee review.
Section 1 – Overview of Previous Quarter
Section 2 – Accomplishments and Obstacles
Section 3 – Strengths and Opportunities

2. Section 4 – Goals, Targets and Action Items
Section 5 – Suggestions for Organizational Improvement
Section 6 – Competency Self-Evaluation
Section 7 – Competency Manager-Evaluation of Employee
Section 8 – Professional Development Plan
Employee Name:
Manager Name:
Title:
Review Date:
For Period:
Section 1 – Overview of Previous Quarter
Goals, Targets, and Action Items
Objective #1 -
Objective #2 -
Objective #3 -
Objective #4 -
Programs and Initiatives KPIs and Action Items Target Timeframes
Program #1 -

3. Program #2 -
Initiative #1 -
Initiative #2 -
Section 2 – Accomplishments and Obstacles
Document accomplishments and discuss the impact these had on the organization.
Key Accomplishments for This Review Period
Accomplishment 1:
Accomplishment 2:

4. Accomplishment 3:
Document any obstacles that stood in the way of your objectives. Discuss any added
responsibilities that had an impact on established objectives and expected results. Also,
indicate how did these results and contributions supported organizational goals?
Obstacles for This Review Period
Obstacle 1:
Obstacle 2:
Obstacle 3:
Section 3 – Strengths & Opportunities
Summarize the top three strengths and opportunities that need to be focused on.
Be sure to consider the following questions:
1. Which strengths were instrumental in helping to achieve goals and results?
2. Which strengths are most important for achieving results next year?
3. Are there ways the employee can build on these key strengths?
4. Which improvements are critical to the employee’s ability to meet objectives?
5. What improvements have the employee’s manager, co-workers, or customers
identified during the year?

5. Strengths:
1. Strength 1
2. Strength 2
3. Strength 3
Opportunities:
1. Opportunity 1
2. Opportunity 2
3. Opportunity 3
Section 4 – Goals, Targets and Action Items for Upcoming Quarter
Goals, Targets, and Action Items
Objective #1 -
Objective #2 -
Objective #3 -
Objective #4 -
Programs and Initiatives KPIs and Action Items Target Timeframes
Program #1 -

6. Program #2 -
Initiative #1 -
Initiative #2 -
Section 5 – Suggestions for Organizational Improvement
Document any ideas you have that could improve our department’s processes and
procedures. If possible, demonstrate the impact these enhancements would have.
Be sure to consider the following questions:
1. Are there organizational processes/procedures that reduce the employee’s
effectiveness in meeting objectives? If so, what changes are suggested?
2. Are there any suggestions for improving team collaboration?
3. Are there any ideas on improving customer focus and service?

7. Suggestions:
1 EMPLOYEE NEEDS TO FOCUS HEAVILY TO MEET EXPECTATIONS
2 EMPLOYEE NEEDS TO REFINE FOCUS TO MEET EXPECTATIONS
3 EMPLOYEE CONSISTENTLY MEETS EXPECTATIONS
4 EMPLOYEE MEETS AND FREQUENTLY EXCEEDS EXPECTATIONS
Section 6 – Competency Self-Evaluation
Following are series of questions that have been designed to evaluate the behavior, skills,
and attitude that our organization regards as critical for us to reach our individual,
department, and corporate goals.
Performance Level Definitions
Following are examples that will help you build a customized template for each job/role within
your department. Feel free to modify these competencies as needed to ensure you are

8. accurately assessing the key areas for your company.
Please provide a rating for each section based on the following criteria:
Behaviors (examples)
Displays Leadership
Is recognized by peers as a leader.
Leads through change and adversity.
1 2 3 4
Establishes clear focus, direction.
Motivates and encourages others.
Takes Initiative
Tackles problems and takes risks.
Seeks out new responsibilities & generates innovative ideas.
1 2 3 4
Recognizes and acts on opportunities.
Broadly defines responsibilities.
Cares About Quality
Is attentive to detail and accuracy.
Looks for improvements continuously.
1 2 3 4
Finds root cause of quality problems.
Owns/acts on quality problems.
Strives for Results

9. Manages a fair workload.
Takes on additional responsibilities as needed.
1 2 3 4
Manages priorities and time well.
Develops and follows work procedures.
Communicates Effectively
Communicates well both verbally and in writing.
Produces accurate and punctual reports.
1 2 3 4
Uses effective listening skills.
Promotes candid and open atmosphere.
Creates Effective Relationships
Builds strong relationships.
Is flexible/open-minded.
1 2 3 4
Solicits performance feedback & handles constructive criticism.
Works well with others.
Shows Dependability
Sets high personal standards & meets commitments.
Works independently & accepts accountability.
1 2 3 4
Stays focused under pressure.
Meets attendance requirements & completes work.
Problem Solving

10. Breaks down problems into smaller components.
Can simplify and process complex issues.
1 2 3 4
Understands the difference between critical and unimportant details
Considers multiple solutions & expertly handles obstacles.
Planning & Goal Setting
Develops challenging, yet realistic plans.
Aligns plans with company goals.
1 2 3 4
Plans for and manages resources.
Balances short- and long-term goals.
Example Behaviors
Criteria 1
Criteria 2
1 2 3 4
Criteria 3
Criteria 4
Example Behaviors
Criteria 1
Criteria 2
1 2 3 4
Criteria 3
Criteria 4
Skills (examples)
Consult your job descriptions and add the required skills into these competency areas. You
will certainly have to customize this section for the various roles within your department.

11. Following are a few examples for an intermediate marketing manager.
Sales Knowledge & Experience
Understands the buying cycle and sales process.
Able to promote company effectively.
1 2 3 4
Knows how to use internal CRM system.
Develops collateral/content that is used by sales team.
Online Campaign Management
Manages campaigns across multiple online channels.
Understands affiliate and partnership strategies.
1 2 3 4
Can effectively measure results of campaign investment.
Employs search engine optimization techniques.
Measurement & Analytics
Has ability to measure results of marketing initiatives.
Contributes to formulation of marketing dashboard & reports.
1 2 3 4
Is able to predict revenues based on past results & current efforts.
Can effectively demonstrate business case/ROI for investments.
Communications Management

12. Effectively determines needs of key internal/external stakeholders.
Provides information to project stakeholders in a timely manner.
Collects and disseminates information. This includes status reporting, progress 1 2 3 4
measurement and forecasting.
Clear, concise speaker who communicates in required languages.
Example Skills
Criteria 1
Criteria 2
1 2 3 4
Criteria 3
Criteria 4
Section 7 – Competency Manager-Evaluation of Employee
Following are examples that will help you build a customized template for each job/role within
your department. Feel free to modify these competencies as needed to ensure you are
accurately assessing the key areas for your company.
Please provide a rating for each section based on the following criteria:
Behaviors (examples)
Displays Leadership
Is recognized by peers as a leader.
Leads through change and adversity.
1 2 3 4
Establishes clear focus, direction.
Motivates and encourages others.

13. Takes Initiative
Tackles problems and takes risks.
Seeks out new responsibilities & generates innovative ideas.
1 2 3 4
Recognizes and acts on opportunities.
Broadly defines responsibilities.
Cares About Quality
Is attentive to detail and accuracy.
Looks for improvements continuously.
1 2 3 4
Finds root cause of quality problems.
Owns/acts on quality problems.
Strives for Results
Manages a fair workload.
Takes on additional responsibilities as needed.
1 2 3 4
Manages priorities and time well.
Develops and follows work procedures.
Communicates Effectively
Communicates well both verbally and in writing.
Produces accurate and punctual reports.
1 2 3 4
Uses effective listening skills.
Promotes candid and open atmosphere.
Creates Effective Relationships

14. Builds strong relationships.
Is flexible/open-minded.
1 2 3 4
Solicits performance feedback & handles constructive criticism.
Works well with others.
Shows Dependability
Sets high personal standards & meets commitments.
Works independently & accepts accountability.
1 2 3 4
Stays focused under pressure.
Meets attendance requirements & completes work.
Problem Solving
Breaks down problems into smaller components.
Can simplify and process complex issues.
1 2 3 4
Understands the difference between critical and unimportant details
Considers multiple solutions & expertly handles obstacles.
Planning & Goal Setting
Develops challenging, yet realistic plans.
Aligns plans with company goals.
1 2 3 4
Plans for and manages resources.
Balances short- and long-term goals.
Example Behaviors

15. Criteria 1
Criteria 2
1 2 3 4
Criteria 3
Criteria 4
Example Behaviors
Criteria 1
Criteria 2
1 2 3 4
Criteria 3
Criteria 4
Skills (examples)
Consult your job descriptions and add the required skills into these competency areas. You
will certainly have to customize this section for the various roles within your department.
Following are a few examples for an intermediate marketing manager.
Sales Knowledge & Experience
Understands the buying cycle and sales process.
Able to promote company effectively.
1 2 3 4
Knows how to use internal CRM system.
Develops collateral/content that is used by sales team.
Online Campaign Management

16. Manages campaigns across multiple online channels.
Understands affiliate and partnership strategies.
1 2 3 4
Can effectively measure results of campaign investment.
Employs search engine optimization techniques.
Measurement & Analytics
Has ability to measure results of marketing initiatives.
Contributes to formulation of marketing dashboard & reports.
1 2 3 4
Is able to predict revenues based on past results & current efforts.
Can effectively demonstrate business case/ROI for investments.
Communications Management
Effectively determines needs of key internal/external stakeholders.
Provides information to project stakeholders in a timely manner.
Collects and disseminates information. This includes status reporting, progress 1 2 3 4
measurement and forecasting.
Clear, concise speaker who communicates in required languages.
Example Skills
Criteria 1
Criteria 2
1 2 3 4
Criteria 3
Criteria 4

17. Section 8 – Professional Development Plan
This section should be completed once the employee and manager have agreed upon
desired areas for improvement. Be sure your professional development plan is linked to the
upcoming department goals & objectives. Your development plan should include specific
development objectives, related activities to support knowledge & skill growth, and measures
& timeframes for completion.
Employee Development Plan:
Developmental Objective 1:
Developmental Objective 2:
Developmental Objective 3:
Thank you for completing this Performance Review. By assessing past performance and
evaluating future organizational development needs, we are demonstrating our commitment
to professional growth and success.

18. By signing, you agree to focus on your strengths and opportunities to develop further.
Additionally, we agree to include your suggestions for process improvement.
Employee Name: Manager Name:
Employee Signature: Manager Signature:
Review Date: Review Date: