Ready-to-Use Performance Evaluation Templates for Managers and Employees

Performance Reviews Without the Guesswork

A well-crafted performance review template helps managers conduct fair, clear, and actionable evaluations without starting from scratch every time. Whether you’re managing a remote team, onboarding a new hire, or assessing an employee for promotion, the right template ensures consistency and saves time. In this guide, you’ll find six expert-approved performance evaluation templates, along with insights on when and how to use them.

Each template here is designed to suit a different business need, from structured scoring to growth conversations. By the end of this article, you’ll be equipped to choose the right review format for your goals and implement it with confidence.

What is a Performance Review Template?

A performance review template is a structured document used by managers, team leaders, and HR professionals to evaluate an employee’s work over a defined period. These templates help standardize feedback, clarify expectations, and support more objective decision-making.

Most templates include fields for goal tracking, core competencies, strengths, areas for improvement, and open feedback. When used correctly, they act as a roadmap guiding the conversation and focusing attention on performance outcomes, not just opinions.

Understanding what makes a template effective sets the stage for choosing the right one for your team or organization.

How to Choose the Right Template

Not every template fits every situation. The best performance review format depends on:

• The review frequency (e.g., annual, quarterly, 90-day)
  
• The purpose (development, promotion readiness, course correction)
  
• The work environment (remote, hybrid, in-person)
  
• The employee’s role (individual contributor, manager, new hire)

For example, a 90-day review is perfect for new employees, while a career growth template works better for promotion planning. Similarly, a numerical scale template provides structure for formal HR-led reviews, while the GOOD framework works better in collaborative, one-on-one check-ins.

Choosing based on context leads to more relevant, productive reviews and better results for everyone involved.

Related: Hidden Benefits of Hiring the Right Talent

The 6 Best Performance Review Templates

Below are the six most effective templates, covering different formats, goals, and team structures. Each includes a summary, use case, and suggested frequency.

1. Numerical Scale Performance Review Template

This classic, structured format uses a 1–5 rating scale to assess key competencies such as communication, productivity, teamwork, and accountability. It can be adapted to include leadership skills for supervisors.

Best for: Organizations needing consistent, quantifiable feedback across teams

Use case: Mid-year and annual performance reviews

Strength: Easy benchmarking, formal HR documentation

Sample You Can Use:

Employee Name:
Position:
Department:
Reviewer Name:
Review Period:
Date of Review:

Rating Scale

• 5 = Exceptional – Consistently exceeds expectations and job requirements.
  
• 4 = Highly Effective – Frequently exceeds expectations.
  
• 3 = Proficient – Meets expectations and job requirements.
  
• 2 = Inconsistent – Meets some expectations but falls short in key areas.
  
• 1 = Unsatisfactory – Consistently fails to meet job expectations.
  

Key Competencies

1. Communication

• How well does the employee communicate with peers, supervisors, and clients?
  Rating:
  Comments:
  

2. Productivity

• How efficiently does the employee complete their tasks and meet deadlines?
  Rating:
  Comments:
  

3. Teamwork

• How effectively does the employee work with others?
  Rating:
  Comments:
  

4. Accountability

• Does the employee take responsibility for their work and performance?
  Rating:
  Comments:
  

5. Problem-Solving

• How well does the employee address and solve challenges on the job?
  Rating:
  Comments:
  

Additional Competencies for Supervisory Roles

(Only for employees in leadership or supervisory positions)

6. Leadership Skills

• How well does the employee manage and motivate their team?
  Rating:
  Comments:
  

7. Decision-Making

• How confident and effective is the employee in making decisions under pressure?
  Rating:
  Comments:
  

8. Delegation

• Does the employee effectively delegate tasks and trust team members?
  Rating:
  Comments:

Overall Performance Summary

• What is the employee’s overall performance during the review period?
  Rating:
  Comments:

Development and Goals

• Areas for improvement or growth:
  
• Key goals for the next review period:
  

Employee Signature:
Date: 

Reviewer Signature:
Date:

This template provides an objective and quantifiable approach to performance reviews, helping organizations ensure consistency and support data-driven decisions related to compensation or promotions.

2. GOOD Review Template

GOOD stands for Goals, Obstacles, Opportunities, and Decisions. It is a conversational framework designed to guide growth-focused 1-on-1s.

Best for: Development-focused check-ins and performance coaching

Use case: Quarterly or monthly manager-direct report conversations

Strength: Promotes open communication and trust

Sample You Can Use:

Employee Name:
Position:
Department:
Reviewer Name:
Review Date:
Review Period:

G – Goals

Discuss current, past, and future performance goals.

• What were your primary short-term and long-term goals since our last check-in?
  
• Which goals have you achieved? Which are still in progress?
  
• What goals are most important to focus on moving forward?
  

O – Obstacles

Identify roadblocks and challenges.

• What challenges have you encountered in achieving your goals?
  
• Are there any recurring barriers to your progress (e.g., resources, time, clarity)?
  
• What support or changes could help you overcome these obstacles?

O – Opportunities

Explore personal wins, potential, and development.

• What recent accomplishments or wins are you proud of?
  
• Are there skills or strengths you’d like to develop further?
  
• Are there projects or roles you’d like to explore within the team or company?

D – Decisions

Define next steps and commitments.

• What actions will you take before our next check-in?
  
• What actions will I (your manager) take to support you?
  
• What decisions or changes did we agree on during this review?

Summary & Next Steps

A brief recap of the conversation and what success looks like before the next meeting.

• Key focus area(s) for the next period:
  
• Agreed timeline for follow-up:
  

Employee Signature:
Date:

Manager Signature:
Date:

This conversational template is flexible, empowering both employees and managers to align on progress, resolve blockers, and promote long-term growth. It’s ideal for building trust and driving performance through coaching rather than compliance.

3. Self-Evaluation Template

This reflective template encourages employees to evaluate their own performance, identify roadblocks, and set goals for the future.

Best for: Empowered teams and high-trust environments

Use case: To complement formal reviews or as a standalone tool

Strength: Boosts accountability and uncovers blind spots

Sample You Can Use:

Employee Name:
Position:
Department:
Manager Name:
Review Period:
Date of Submission:

1. Role & Responsibilities

• Briefly describe your core job responsibilities:
  
• Which responsibilities do you feel are most critical to your role?

2. Performance Reflection

• What accomplishments or projects are you most proud of during this review period?
  
• In what areas do you believe you excelled?
  
• What feedback (formal or informal) have you received, and how have you applied it?

3. Challenges & Roadblocks

• What challenges have affected your performance or progress?
  
• Were there any resources, support, or tools you lacked?
  
• How did you attempt to overcome these obstacles?

4. Goals & Growth

• Which of your past goals were achieved? Which remain in progress?
  
• What new goals do you want to set for the upcoming review period?
  
• What skills or areas would you like to develop further?

5. Support & Feedback

• What can your manager or team do to better support your growth?
  
• Are there changes you believe would help improve your role or team dynamics?

6. Additional Comments (Optional)

• Is there anything else you’d like to share that hasn’t been covered above?

Employee Signature:
Date:

Manager Acknowledgment (Optional):
Date:

This conversational template is flexible, empowering both employees and managers to align on progress, resolve blockers, and promote long-term growth. It’s ideal for building trust and driving performance through coaching rather than compliance.

3. Self-Evaluation Template

This reflective template encourages employees to evaluate their own performance, identify roadblocks, and set goals for the future.

Best for: Empowered teams and high-trust environments

Use case: To complement formal reviews or as a standalone tool

Strength: Boosts accountability and uncovers blind spots

Sample You Can Use:

Employee Name:
Position:
Department:
Manager Name:
Review Period:
Date of Submission:

1. Role & Responsibilities

• Briefly describe your core job responsibilities:
  
• Which responsibilities do you feel are most critical to your role?

2. Performance Reflection

• What accomplishments or projects are you most proud of during this review period?
  
• In what areas do you believe you excelled?
  
• What feedback (formal or informal) have you received, and how have you applied it?

3. Challenges & Roadblocks

• What challenges have affected your performance or progress?
  
• Were there any resources, support, or tools you lacked?
  
• How did you attempt to overcome these obstacles?

4. Goals & Growth

• Which of your past goals were achieved? Which remain in progress?
  
• What new goals do you want to set for the upcoming review period?
  
• What skills or areas would you like to develop further?

5. Support & Feedback

• What can your manager or team do to better support your growth?
  
• Are there changes you believe would help improve your role or team dynamics?

6. Additional Comments (Optional)

• Is there anything else you’d like to share that hasn’t been covered above?

Employee Signature:
Date:

Manager Acknowledgment (Optional):
Date:

This self-evaluation template is an excellent tool for encouraging personal ownership of performance and opening up productive, two-way feedback with managers.

4. 90-Day Performance Review Template

A 90-day review assesses how well a new hire is adjusting to their role, the team, and the company. It includes questions around job clarity, onboarding experience, and alignment with expectations.

Best for: Reviewing new hires after their first three months

Use case: Post-onboarding performance check

Strength: Helps identify and resolve issues early

Sample You Can Use:

Employee Name:
Role/Title:
Team/Department:
Manager Name:
Start Date:
Review Date:

Section 1: Role Clarity & Expectations

• In your own words, how would you describe your core responsibilities so far?
  
• Which aspects of your role feel intuitive? Which still feels ambiguous or out of scope?
  
• Have there been any moments where you weren’t sure how success was being defined?

Section 2: Onboarding Experience & Ramp-Up

• What parts of your onboarding were most valuable or helped you hit the ground running?
  
• Where did you feel stuck, unsupported, or like you had to “figure it out” alone?
  
• Did you have a clear sense of priorities in your first 30, 60, and 90 days? If not, what would have helped?

Section 3: Early Contributions & Performance Highlights

• What have been your biggest contributions or small wins so far?
  
• Where do you think you’ve added value in ways we haven’t seen yet?
  
• On a scale of 1 to 10, how confident do you feel in your performance to date?
  Why that number?

Section 4: Team Dynamics & Culture Fit

• How would you describe your working relationship with your manager and teammates?
  
• Have you felt included in team decisions, meetings, or informal conversations?
  
• Is there anything about the culture here that surprised you, for better or worse?

Section 5: Growth, Feedback & Future Focus

• What skills, tools, or support would help you operate at your best in the next 3–6 months?
  
• If we were to meet again in another 90 days, what would success look like for you by then?
  
• What kind of feedback or check-ins work best for you going forward?

Section 6: Manager Assessment & Next Steps

• [Manager fills in after the employee portion is complete.]
  

Performance Summary:

Observed Strengths:

Early Areas for Development:

Agreed Focus for Next 90 Days:

Employee Signature:
Date: 

Manager Signature:
Date:

This template avoids vague corporate language and replaces it with intentional, reflection-driven questions that surface what matters most during a new hire’s make-or-break first 90 days.

5. Remote/Hybrid Work Performance Review Template

Designed for today’s distributed workforces, this template evaluates performance based on outcomes, communication across platforms, collaboration, and digital tools usage.

Best for: Remote-first and hybrid teams

Use case: Quarterly or annual reviews for distributed employees

Strength: Reflects modern working realities

Sample You Can Use:

Employee Name:
Position/Role:
Department/Team:
Manager Name:
Review Period:
Review Date:

1. Outcomes & Impact

• What key goals or deliverables were met during this review period?
  
• What outcomes best demonstrate your contribution to the team or company?
  
• Have you been able to maintain consistent performance while working remotely/hybrid? Why or why not?
  

2. Communication & Responsiveness

• How would you rate your communication across digital channels (Slack, email, Zoom, etc.)?
  
• Have you established regular touchpoints with teammates or your manager?
  
• Are there communication challenges that impact your work or collaboration?
  

3. Collaboration & Team Engagement

• How effectively are you collaborating with peers across time zones or work schedules?
  
• Are you contributing meaningfully to virtual meetings and asynchronous workflows (e.g., shared docs, project boards)?
  
• Have you taken initiative to stay engaged with the broader team culture?
  

4. Use of Digital Tools

• Are you confident using the tools and platforms required in your day-to-day work?
  (E.g., Notion, Jira, Miro, Slack, Trello, etc.)
  
• Have you adopted any workflows or tools that improved productivity for you or your team?
  
• Are there tools or systems you believe are slowing things down or could be improved?
  

5. Autonomy & Self-Management

• How well do you manage your schedule, priorities, and deadlines in a remote/hybrid setup?
  
• Are there moments when working asynchronously created friction or confusion? How did you handle them?
  
• How would you describe your level of focus and productivity in your current environment?
  

6. Growth, Feedback & Next Steps

• What have you learned or improved in this remote/hybrid context during the review period?
  
• Are there areas where you’d like additional support, mentoring, or training?
  
• What goals or habits will you focus on in the next quarter/year?
  

Employee Signature:
Date:

Manager Signature:
Date:

This template helps organizations evaluate remote and hybrid employees on what matters most: impact, collaboration, and adaptability, while acknowledging the unique challenges and freedoms of distributed work.

6. Annual Performance Review Template

This comprehensive year-in-review template includes sections for core values, overall performance, achievements, and goal-setting.

Best for: Formal end-of-year evaluations tied to compensation or promotions

Use case: Company-wide performance cycle

Strength: Comprehensive, legacy-friendly format

Sample You Can Use:

Employee Name:
Position:
Department:
Review Period:
Reviewer Name:
Review Date:

Core Values Assessment:

Evaluate the employee’s alignment with key company values.

• Integrity:
  
• Collaboration:
  
• Innovation:
  
• Accountability:
  
• Customer Focus:
  

Rating Scale:

• 5 = Outstanding, consistently exceeds
  
• 4 = Exceeds expectations
  
• 3 = Meets expectations
  
• 2 = Needs improvement
  
• 1 = Unsatisfactory
  

Performance Summary:

Provide a concise summary of the employee’s overall performance across key areas (e.g., quality of work, communication, initiative).

Strengths:

• Highlight 2-3 standout achievements or contributions.
  

Growth Areas:

• Identify 2-3 specific areas for focused improvement.
  

Key Achievements:

What were the standout moments or goals achieved? Be specific.

• Achievement 1: (e.g., increased sales by X%, led a successful project, etc.)
  
• Achievement 2:
  
• Achievement 3:
  

Goal Setting for Next Year:

Set clear, measurable goals for the upcoming year. Focus on high-impact objectives.

• Goal 1: (Specific, measurable target with deadlines)
  
• Goal 2:
  
• Goal 3:
  

Employee Self-Assessment:

Ask the employee to reflect on their performance and set expectations for the next year.

• Top 3 Achievements:
  
• Challenges Encountered:
  
• What skills or resources do you need for next year?
  

Manager Feedback & Development Plan:

Provide actionable feedback and development opportunities. Be direct but constructive.

• Feedback: (e.g., “Continue improving client relations by participating in training.”)
  
• Development Focus: (e.g., “Develop leadership skills, focus on cross-department collaboration.”)
  

Compensation and Promotion Decision:

Is the employee on track for a salary increase or promotion?

• Salary Increase: (Recommended/Not Recommended)
  
• Promotion Consideration: (Yes/No)
  
• Additional Comments: (e.g., “Promote to Senior position next quarter.”)
  

Signatures:

• Employee Signature:
  
• Manager Signature:
  

This template is designed for clarity and precision, ensuring that each section has measurable and actionable outcomes. It aligns performance with clear company goals, setting the stage for future development or promotion.

Template Comparison Table

Template	Best For	Use Case	Review Type	Frequency
Numerical Scale	Standardized org-wide reviews	Mid-year, annual	Formal	Annual or semi-annual
GOOD	1-on-1 coaching	Ongoing growth reviews	Conversational	Monthly or quarterly
Self-Evaluation	Empowering employees	Personal development	Reflective	Paired with manager reviews
90-Day	New hire success	Post-onboarding check-in	Performance fit	Once after 3 months
Remote Work	Remote/hybrid team reviews	Outcome-focused feedback	Modern	Quarterly or annual
Annual Review	Formal HR documentation	Year-end wrap-up	Summative	Annually

This table makes it easy to match your needs with the right review format, ensuring more targeted and meaningful performance conversations.

Related: Compare salaries for roles you are filling with this 2025 guide.

Tips for Running Effective Performance Reviews

Templates help structure the review, but it’s your delivery that makes it valuable. Here’s how to get the most from any format:

• Be specific with feedback. Generalities aren’t actionable
  
• Focus on outcomes and behaviors, not personality
  
• Make it a two-way conversation, not a lecture
  
• Document clear next steps, goals, or development plans
  
• Customize templates to suit your team’s voice and culture

Great reviews are built on preparation and empathy. These templates are just the starting point. You bring the insight that drives growth.

Related: Performance Improvement Plan

Integrating Templates with HR Tools

These templates are compatible with most popular HR systems, including:

• Google Workspace (Docs, Sheets)
  
• Notion, Trello, or ClickUp (for collaborative teams)

You can embed fields into your current HR platform or link employees to shared templates for collaborative completion. PDF and Word formats work well for more formal workflows, while Google Docs is perfect for real-time collaboration.

Leveraging the tools your team already uses makes it easier to adopt and scale your review process.

Related: Qualities of a Good Recruiter

Frequently Asked Questions

How often should performance reviews be done?

This depends on your company culture and goals. Many teams conduct quarterly reviews with one formal annual review.

What makes a good performance review format?

Clarity, objectivity, and relevance to the employee’s role. The best formats balance quantitative and qualitative feedback.

Can I customize these templates?

Yes. These are flexible frameworks. Feel free to tailor the language, criteria, or tone to suit your team.

Should employees fill these out in advance?

Self-evaluations and pre-filled forms can make the conversation more productive by giving employees time to reflect.

Build A High-Performing Team with Offshored Filipino Talents

With these six high-impact performance review templates, you can stop reinventing the wheel or relying on outdated evaluation forms. Each one is designed to spark clearer, more consistent, and fairer conversations, whether you’re onboarding a new hire, identifying growth opportunities, or coaching a remote contributor.

See how Spot Ship built their data team here in the Philippines.

Wil’s story shows that good team dynamics lead to growth.