Performance Evaluation Sample: Employee, Manager, and Self ExamplesKey Takeaways

1. Evaluations Drive Growth, Not Just Ratings: Structured, role-specific, and measurable feedback transforms performance reviews into tools for career development, team alignment, and accountability.
   
2. Context Matters: Remote, Cultural, and Legal Nuances: Effective evaluations consider remote work dynamics, cross-cultural communication, and Philippine labor law compliance to ensure fairness and clarity.
   
3. Actionable Templates Save Time and Boost Impact: Ready-to-use employee, manager, self, and remote team templates provide a practical framework for meaningful, growth-oriented conversations.

Most performance evaluation samples online feel like checklists written for robots. But meaningful evaluations are far more than pre-filled phrases. They shape careers, protect compliance, and create alignment across teams, especially when employees are remote or cross-cultural.

Think of this guide as your partner in creating evaluations that actually work. You’ll find realistic, actionable performance evaluation samples for employees, managers, self-assessments, and remote teams, along with role-specific examples and templates. These are crafted not just to fill forms, but to drive clarity, growth, and accountability.

What Is a Performance Evaluation?

At its heart, a performance evaluation is a structured reflection. It’s a moment to step back and ask: What worked? What didn’t? How can we grow together?

Its purpose goes beyond scoring boxes:

• Development: Identify opportunities for skill growth and leadership readiness.
  
• Compliance: Document performance fairly and protect due process.
  
• Retention: Ensure employees feel seen, guided, and valued.
  
• Alignment: Connect individual contributions to team and company goals.
  

Quick Comparison:

Term	Definition	Purpose
Performance Evaluation	Holistic review of behavior, results, and growth	Development, alignment, retention
Performance Appraisal	Often compensation-focused	Rating performance, bonus allocation
Self-Evaluation	Reflective assessment by the employee	Personal insight, goal-setting

Performance Evaluation Sample Templates You Can Use

These samples are written to be actionable and adaptable, not generic filler. Think of them as conversation starters with structure. These are the backbone for meaningful, growth-oriented discussions.

Employee Performance Evaluation Sample

Employee: Maria Santos
Position: Customer Success Specialist
Review Period: Jan 1 – Dec 31, 2025
Evaluator: Team Lead, Customer Experience

Communication

• Strengths: Maria turns client frustrations into clear, actionable feedback for product teams without losing empathy.
  
• Areas for Improvement: She often waits too long to share insights in cross-functional meetings. Contributing earlier could help shape priorities, not just validate them.
  

Collaboration & Contribution

• Strengths: Coaches new teammates using frameworks that encourage problem-solving.
  
• Areas for Improvement: Invests heavily in mentoring at the cost of her own deep work. Establishing clearer boundaries will allow sustained personal impact.
  

Productivity & Quality

• Strengths: Maintains top-tier response times while sustaining client satisfaction (4.8/5).
  
• Areas for Improvement: Month-end reporting cycles reduce energy. Light automation could maintain consistency.
  

Innovation & Initiative

• Strengths: Designed a tagging system that cut resolution time by 18%.
  
• Areas for Improvement: Early alignment with other teams would increase adoption of innovative ideas.
  

Goals for Next Review Period

1. Share client insights in the first 10 minutes of weekly product syncs.
   
2. Automate one reporting task to reduce prep time by 25%.
   
3. Formalize peer coaching into a monthly skills clinic.
   

Pro Tip: Anchor feedback to measurable outcomes. It makes strengths tangible and improvement actionable.

Manager Performance Evaluation Sample

Manager: Danielle Reyes
Position: Engineering Manager
Review Period: Jan 1 – Dec 31, 2025
Evaluator: Director of Engineering

Leadership

• Strengths: Delegates effectively, driving a 22% productivity boost.
  
• Areas for Improvement: Feedback isn’t always timely. Scheduling bi-weekly one-on-ones can bridge this gap.
  

Team Development

• Strengths: Mentors engineers, resulting in promotions and skill growth.
  
• Areas for Improvement: Focus more on recognition to balance critique and maintain morale.
  

Decision-Making

• Strengths: Weighs multiple perspectives before committing to solutions.
  
• Areas for Improvement: Can be overly controlling under pressure. Empowering the team earlier improves resilience.
  

Goals for Next Review Period

1. Introduce bi-weekly one-on-ones with direct reports.
   
2. Assign ownership of two major initiatives to senior engineers.
   

Self-Performance Evaluation Sample

Employee: Aina Vera Cruz
Position: Marketing Coordinator
Review Period: Jan 1 – Dec 31, 2025

Accomplishments

• Streamlined client onboarding, reducing churn risk.
  
• Managed three concurrent campaigns without missed deadlines.
  
• Delivered a company-wide project presentation, enhancing visibility.
  

Areas for Development

• Strengthen delegation to prevent overcommitment.
  
• Challenge standard workflows with innovative approaches.
  
• Develop conflict resolution skills to allow others to lead.
  

Goals for Next Review Period

1. Improve written communication through structured peer feedback.
   
2. Delegate two non-core tasks per project.
   
3. Dedicate focused time to proactive problem-solving.
   

Remote & Hybrid Team Performance Evaluation Samples

Remote evaluations need to measure output and behaviors that aren’t always visible.

Remote Employee Sample

• Strengths: Documents work clearly, reducing dependency on synchronous meetings.
  
• Areas for Improvement: Needs to flag blockers earlier.
  
• Goal: Share weekly blockers in project tracker every Friday.
  

Remote Manager Sample

• Strengths: Provides clear standards and empowers distributed team ownership.
  
• Areas for Improvement: Recognize contributions more deliberately in async channels.
  
• Goal: Launch a monthly “wins roundup” highlighting distributed team success.
  

Role-Specific Performance Evaluation Samples

Each mini-template includes 2 strengths, 2 improvements, and 2 goals, giving you actionable, role-specific guidance.

Developer: Writes modular, bug-resistant code; needs to participate in code reviews.
Customer Support Agent: Resolves 90% of tickets within SLA; deepen product knowledge.
Designer: Produces brand-aligned visuals; improve version control for collaboration.
Sales Manager: Exceeds quotas; document client feedback for cross-team alignment.

Use these templates to guide you and your employee especially if you’re handling a big team. 

How to Write Effective Performance Evaluation Comments

It’s important to note what a comment constitutes, especially when working with a multicultural team like a Filipino team. Here’s a list of what you may consider in your next evaluation period:

Bad Comment	Good Comment
“Needs better time management.”	“Missed 2 deadlines due to overcommitment; adopting sprint planning can reduce slippage by 20%.”
“Great team player.”	“Mentored 2 new hires, accelerating onboarding by 30%.”
“Lacks initiative.”	“Identifies bugs but waits for escalation; taking ownership earlier would shorten resolution cycles.”

Tip: Feedback should feel like a conversation, not a judgment. Focus on patterns and growth, not just single events.

Why Fair Evaluations Matter 

• Legal Safeguard: Proper documentation ensures compliance under Philippine labor law and protects due process.
  
• Cultural Sensitivity: Deliver feedback with respect and clarity; Filipino teams may respond differently to direct criticism than Western teams.
  
• Global Alignment: Structured frameworks ensure distributed teams interpret expectations consistently.
  

FAQs

What is an example of a performance evaluation?
A structured review showing strengths, areas for improvement, and actionable goals.

How do you write a performance evaluation samples for an employee?
Focus on observable behaviors, measurable results, and future-oriented goals.

What should I write in a self-performance evaluation?
Highlight accomplishments, identify growth areas, and set clear, actionable next steps.

What are good comments for managers in performance reviews?
Balance recognition and development, always linking statements to tangible impact.

What is a remote performance evaluation?
An evaluation tailored to distributed teams, emphasizing output, collaboration, and async communication.

Build a High-Performing Remote Team Open to Feedback

Performance evaluations are not forms to fill. They’re growth tools and alignment levers. When designed with specificity, fairness, and cultural awareness, they accelerate careers, strengthen teams, and protect organizations. If you need help in building a remote team, see how this AI-powered data team grew from 14 to 129 employees after the pandemic.