Performance Review Record

One record per employee per review cycle. Document the conversation, the agreements, and the plan — so both you and HR have a clear, shared record of what was said and what comes next.

Employee

Name

Role

Review period

Manager

What's going well

Specific contributions, behaviors, and impact — not just "great attitude"

What needs to change

Observable behaviors, not character — and only what you've actually said out loud

Goals for next period

Agreed together — specific enough that you'd both know if they happened

Development areas

Skills, experiences, or exposure they're working toward — their growth, not just yours

Support from manager

What you're committing to — not just what you're asking for

Overall Assessment

Your honest read of where they are right now. Commit to a position — it makes the conversation more useful for both of you.

Agreed next steps

What happens after this conversation — who does what, by when

Manager notes