Employee Performance Review Template

A performance review template gives managers and employees a shared structure for looking back on results, sharing feedback, and setting goals for the next period. HR teams use it to keep reviews consistent across the company. This free template works for annual, mid-year, monthly, team, and self reviews, so you can run every cycle from the same base.

What is a performance review template?

An employee performance review is a formal look at how someone has done over a set period. It covers what they achieved, where they're strong, where they can grow, and what they should focus on next. A performance review template is the document you fill in before and during that conversation.

HR usually owns the process, but the review itself is often run by the employee's direct manager. Some reviews also include input from peers, other teams, or the employee's own reports.

With a template, the manager and the employee see the questions in advance and can prepare examples for the meeting.

What does a performance review template include?

A performance review template covers basic information, last period's goals, achievements, strengths and areas to grow, an overall assessment, a self-assessment, and a development plan. Adjust the depth to match how often you run reviews.

Basic information

Employee name, role, team, manager, review period, and the date of the meeting.

Goals from the last period

The goals set at the last review, with a short note on progress for each. If goals changed mid-cycle, say so here.

Achievements

Key results and projects from the period. Ask for concrete examples, such as a launch shipped, a process improved, or a customer issue solved.

Strengths and areas to grow

Two or three strengths to keep building on, and one or two areas to develop. Keep each point tied to an example.

Overall assessment

A rating scale, a feedback grid, or open-ended comments, depending on your company's approach. Pick one format and use it for everyone. If you use a rating scale, define what each level means with a short example, so two managers give the same score for the same work.

Self-assessment

The employee's own view of their work, filled in before the meeting. It shows you how they see their role and where you disagree.

Goals and development plan

Goals for the next period, plus any training, mentoring, or stretch projects that support them. If you use a framework like SMART goals, apply it here. Close with short final comments from both sides and the agreed next steps.

Types of performance reviews

Each review type uses the same core template. They differ in how often they happen and who gives feedback.

Annual performance review

An annual performance review looks at the whole year. It focuses on big results, long-term growth, and goals for the year ahead. Use the template on this page as your annual review template, and add sections for yearly accomplishments and career development.

Mid-year performance review

A mid-year check sits halfway through the year. It's less broad than an annual review and gives you time to adjust goals before year end. Use the mid-year performance review template.

Monthly performance review

Monthly reviews work for short projects, new hires, or someone who needs closer support. They track specific, short-term goals. Use the monthly performance review template.

360-degree review

A 360 review collects feedback from the manager, peers, direct reports, and sometimes clients. It gives a fuller picture of how someone works with others. Use the 360 performance review template.

Team performance review

A team review looks at a whole team's results, strengths, and goals for the next period. It's useful after a big project or at the end of a quarter. Focus on how the team worked together, what slowed it down, and what it should change next time.

Self-evaluation

A self-evaluation asks the employee to assess their own work, strengths, and goals. Most review types include some self-assessment. Use the self-evaluation performance review template when you want the employee to lead.

How to write a performance review

Six steps take a review from its purpose to the follow-up.

1. Decide what the review is for

Pick the main goal before you pick the format. Is the review for pay decisions, development, or both? A review focused on growth needs more space for goals and training. A review tied to compensation needs a clear rating.

2. Choose your frequency and format

Annual reviews suit big-picture feedback. Quarterly or monthly reviews suit fast-moving teams and short-term goals. Then decide how you'll assess performance: a rating scale, a feedback grid, or written comments.

3. Gather input before the meeting

Collect the employee's self-assessment, notes from your one-on-ones, project results, and peer feedback if you use it. Read it all before you start writing, so the review covers the whole period, including the early months.

A simple checklist helps here: last period's goals, three wins, one or two misses, feedback from others, and anything the employee raised during the year. If something surprised you, note it so you can ask about it in the meeting.

4. Write specific, balanced feedback

For each point, name the behavior, give an example, and explain the impact. "You led the migration and kept three teams updated every week, which kept the launch on schedule" is more useful than "great communicator".

5. Hold the conversation

Share the written review ahead of time so the meeting isn't a surprise. Start with the employee's self-assessment, then go through your notes. Listen more than you talk, and write down where you agree and disagree.

Good questions to ask: What are you most proud of this period? What got in your way? What would you like to learn next? What could I do differently as your manager?

6. Agree on goals and follow up

End with two or three goals for the next period and a date to check in. If performance is a real concern, set clear expectations and consider a performance improvement plan with clear milestones and support.

What can a performance review template do for me?

A good template makes reviews faster to prepare and fairer to run. Here's what it helps you do:

• Keep reviews consistent. Every employee is assessed on the same sections, which makes comparisons fairer.
• Save prep time. Managers fill in a structure instead of writing from scratch each cycle.
• Link individual goals to team goals. A goals section makes it easy to see how one person's work supports the bigger plan.
• Make feedback easier to hear. Specific, written examples feel less personal than vague comments.
• Build a record over time. Past reviews show progress across cycles and help with promotion decisions.
• Strengthen the manager relationship. A regular, structured conversation gives employees space to raise concerns and ask for support.

Reviews sit alongside the rest of your people docs: job descriptions, career ladders, onboarding guides, and policies. Slite for human resources keeps those in one workspace, so managers can find the latest version when they prepare a review.

Tip: Keep short notes after each one-on-one during the period. At review time, you'll have real examples ready.

How can I get started with the free performance review template?

Duplicate the template into your Slite workspace and adjust the sections to fit your review cycle and assessment style. Fill in the basic information and last period's goals before the meeting, and ask the employee to complete their self-assessment. Share the document with everyone taking part so all input sits in one place. Reuse the same structure for every cycle.