How to Create a Performance Review Form

Performance reviews work best when they create a shared record of outcomes, strengths, support needs, and next-period goals. Avoid reducing the process to a score with no evidence or follow-up.

Step 1: Set the review context

Capture the employee, manager, role, review period, and review type. A quarterly check-in may need fewer fields than an annual review or probation conversation.

Step 2: Separate perspectives

Give the employee space for a self-review, then provide a manager section. Ask both sides about goals, measurable outcomes, strengths, obstacles, and the support that would make the next period successful.

Step 3: Make feedback specific

Prompt for an example, impact, and suggested next action. Use optional questions for sensitive context and explain who can access the response. If ratings are used, define the scale and require evidence rather than implying that a number is the whole review.

Step 4: Turn the conversation into commitments

Collect two or three goals with an owner, measure, support needed, and target date. Route calibration questions or policy concerns to HR while keeping normal development notes with the manager and employee.

Step 5: Close the loop

Show the next review date and send a copy of the agreed summary. Track Draft, Self-review complete, Manager review, Conversation complete, and Follow-up due so the process does not end when the form is submitted.