Template

Annual Performance Review Template for Word and Google Docs

Global HR

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Annual performance reviews are comprehensive evaluations that occur once a year. They provide a holistic view of a worker’s job performance, accomplishments, challenges, and growth over the entire year.

Annual performance review template overview

This free performance review template facilitates a comprehensive annual performance review process by focusing on both the achievements and areas for the development of each reviewee (direct report). The template includes:

Focus on key elements defining performance: The template prompts reviewers to consider the worker’s skills, work quality and productivity, achievements, challenges faced, areas of improvement
Detailed instructions and examples: Get step-by-step instructions and performance feedback examples to guide managers through the evaluation process, ensuring clarity and consistency
Customizable content: Easily edit the template to add or remove questions tailored to specific roles and competencies, making it adaptable to your organization’s unique needs
Performance ratings: We included an optional rating scale with 3 levels—exceeds expectations, meets expectations, and below expectations
Versatile review methods: This template is suitable for both quantitative and qualitative reviews, allowing for a well-rounded assessment of employee performance
Dedicated space for gathering feedback from the worker: The template enables a two-way conversation between the reviewer and the reviewee, ensuring there is enough context to each performance evaluation
Future-focused approach: Unlike traditional reviews that focus solely on past performance, our template emphasizes growth and improvement, setting a clear path for future development toward the worker’s development and career goals

How to customize the template

Tailor the template by adding or removing questions that are relevant to the employee’s role and competencies
If using quantitative feedback, adjust the rating system to match your organization’s set-up
If using exclusively qualitative feedback, remove the rating questions
Include examples that are better tailored for your organization to guide reviewers and ensure clarity
Consider adding more role-specific questions to collect employee feedback

How to use this annual performance review template

Follow these steps for an effective performance review that boosts employee engagement and professional development:

1. Preparing for the review

Review performance data: Before the review, thoroughly examine the role expectations and the employee’s performance metrics from the past year
Reflect on achievements and challenges: Consider the employee’s accomplishments, obstacles, and areas for growth
Gather evidence: Ensure you have specific examples and data to support your observations (using peer reviews can be particularly useful here)

2. During the review

Set a positive tone: Begin the conversation on a positive note to create a collaborative atmosphere
Share balanced and actionable feedback: Provide a mix of positive and constructive feedback to ensure a well-rounded assessment
Define a draft developmental action plan: Discuss potential employee growth activities such as training programs, mentorship, coaching, job shadowing, or stretch assignments
Engage in preliminary goal-setting: Establish specific, measurable, achievable, relevant, and time-bound goals for the upcoming year
Consider resource allocation: Identify the resources and support needed to achieve the goals and establish a plan for follow-up and tracking progress

3. Post-review

Document discussion: Record the discussion and any agreed-upon action points for future reference
Monitor progress: Continuously support the employee’s progress until the next performance review
Address needs: Address any needs for training or additional resources

By following these instructions and utilizing the comprehensive features of our performance evaluation template, you can ensure a productive, insightful, and growth-oriented review process for your organization.

FAQs

What should be included in a performance review form?

An employee evaluation form should include:

Employee information: Name, role, department, and review period
Measurable goals and objectives: Review of goals set during the previous period and progress towards them
Core competencies and core values: Evaluation of skills and behaviors expected for the role (e.g., communication, teamwork, adaptability) and adherence to the organization’s core values
Employee strengths, achievements, and contributions: Space to highlight major accomplishments and contributions
Areas of improvement: Identified areas where the employee could enhance their performance
(Optional) Employee self-assessment: Section for the employee would evaluate their own performance
Manager’s comments: Section for the manager’s feedback and observations
Overall rating: Summary rating or score, if applicable
Future goals: New goals or development objectives for the upcoming review period
Signatures: Employee and manager signatures to acknowledge the review

How long should a performance review be?

A performance review should ideally last 30 to 60 minutes. This duration allows enough time to discuss achievements, areas for improvement, and future goals and answer any questions. Keeping it concise and focused helps maintain engagement while ensuring important points are covered without overwhelming either party.

How is an annual performance review different from a mid-year performance review and quarterly performance check-ins?

An annual performance review, mid-year performance review, and quarterly performance check-ins are types of performance review that serve distinct purposes and differ in scope, depth, and focus.

An annual performance review is a comprehensive assessment that covers an entire year of an employee’s performance. It evaluates long-term achievements, goal attainment, and overall growth, often tying into decisions around promotions, raises, or career development. This formal review offers a detailed look at how well the employee has aligned with organizational goals over the year and typically sets new objectives for the upcoming year.

A mid-year performance review serves as a biannual checkpoint to evaluate progress on annual goals at the halfway mark. It is less in-depth than an annual review but more detailed than quarterly check-ins. It allows managers and employees to discuss challenges, assess progress, and adjust goals if needed. This semi-annual review helps employees meet their yearly objectives and provides additional support where necessary.

Quarterly performance check-ins are lighter, informal reviews focusing on short-term goals and immediate feedback. These check-ins are conducted every three months to ensure continuous alignment and address small issues before they grow. This frequent feedback helps maintain momentum, allowing employees to make ongoing adjustments to their performance in line with both their short-term and long-term goals.

Each review serves as a building block for effective performance management, with annual reviews providing a foundation, mid-year reviews offering alignment, and quarterly check-ins ensuring ongoing progress and support.

What is an example of overall performance summary comment?

“Overall, [Employee’s Name] has consistently met and often exceeded performance expectations this year. They have demonstrated strong problem-solving abilities, excellent communication skills, and a commitment to teamwork and team performance, making valuable contributions to our department. Moving forward, I encourage [Employee’s Name] to continue developing leadership skills to prepare for potential future roles.”

What is an example of strength in a performance review?

“One of [Employee’s Name] ’s key strengths is their attention to detail. They consistently produce high quality of work, catching errors that others might miss and ensuring accuracy in every project. This skill has significantly enhanced the quality of our team’s output and built confidence in our deliverables.”

How do you tell an employee they need to improve examples?

“When it comes to meeting deadlines, I’ve noticed you sometimes struggle to manage your time effectively. Going forward, let’s work on developing a system to prioritize tasks and set realistic timelines. With a few adjustments, you’ll be able to enhance your productivity and consistently meet deadlines.”

Or:

“I appreciate your enthusiasm, but I’ve noticed that communication with coworkers can sometimes be overly direct, which may cause misunderstandings. I encourage you to work on improving your tone in emails and conversations to foster a more collaborative environment.”

What are examples of end-of-year accomplishments?

Examples of end-of-year accomplishments might include:

“Increased department efficiency by streamlining a process, saving 15% in time and resources.”
“Achieved a 20% increase in sales, surpassing the target by implementing new strategies.”
“Led the onboarding of five new team members, creating a positive onboarding experience and helping them integrate quickly.”
“Completed a major project three weeks ahead of schedule, allowing the team to reallocate resources to other initiatives.”
“Received positive feedback from clients, contributing to a 30% increase in customer satisfaction ratings.”

These accomplishments provide tangible examples of contributions and impact within the organization.