Performance Review Template
A printable performance review form with objectives, competencies scored against evidence, what went well, what should change, development and next-period objectives — plus an employee comments section.
Free · No sign-up · Nothing leaves your browser · Figures reviewed 22 September 2026
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One per line. Leave blank for a general set.
Nothing you type here leaves your browser — the document is built on this page, and there is no server to send it to. Printing gives you the document alone, without the page around it.
Still to fill, shown as [square brackets] below: Company name, Employee name, Review period
[COMPANY NAME]
PERFORMANCE REVIEW
============================================================
Employee: [Employee name]
Designation: [Designation]
Review period: [Review period]
Manager: [Manager name]
Rating scale: 1 Below expectations · 2 Partially meets · 3 Meets · 4 Exceeds · 5 Outstanding
1. OBJECTIVES FOR THE PERIOD
Objective Weight Outcome Rating
----------------------------------------------------------------------------
----------------------------------------------------------------------------
2. COMPETENCIES
Quality of work
Rating: ____ Evidence — a specific example, not a characterisation:
Ownership and follow-through
Rating: ____ Evidence — a specific example, not a characterisation:
Collaboration
Rating: ____ Evidence — a specific example, not a characterisation:
Communication
Rating: ____ Evidence — a specific example, not a characterisation:
Judgement
Rating: ____ Evidence — a specific example, not a characterisation:
Developing others
Rating: ____ Evidence — a specific example, not a characterisation:
3. WHAT WENT WELL
Be specific. Name the thing, the situation and what it changed.
4. WHAT SHOULD BE DIFFERENT
One or two things, with what 'better' would look like. A list of six is not feedback.
5. DEVELOPMENT
What the employee wants to grow into, and what support is agreed to get there.
6. OBJECTIVES FOR THE NEXT PERIOD
Objective Weight
----------------------------------------------------------------------------
----------------------------------------------------------------------------
7. OVERALL RATING
Overall rating: ____ Recommended for promotion: Yes / No
8. EMPLOYEE COMMENTS
The employee's own view, in their words, recorded whether or not it agrees with the above.
Employee
Name: [Name]
Signature: [Signature] Date: [Date]
Manager
Name: [Name]
Signature: [Signature] Date: [Date]
Reviewer
Name: [Name]
Signature: [Signature] Date: [Date]The section that makes a review useful is the one asking for evidence next to each rating. A rating without an example is an impression, and an impression is where bias lives.
The employee comments section matters too. A review that records only the manager's view is a report, not a conversation.
Frequently asked questions
- What should a performance review form include?
- Objectives and how they went, competencies scored against evidence, what went well, what should be different, development plans, objectives for the next period, an overall rating, and space for the employee's own view.
- Should a rating scale have a middle option?
- A four-point scale forces a judgement and stops everyone landing on 'meets expectations'. A five-point scale is gentler and produces more central clustering. Neither is wrong — pick one and use it consistently.
- How much feedback should a review contain?
- One or two things to change, with what better would look like. A list of six improvement areas is not feedback, it is a record, and nobody acts on all six.
About this tool
Built by the ViniOffice team. Figures and rules last reviewed 22 September 2026 against the statutory reference this team maintains. Indian statutory rates are date-effective and change by notification — confirm against the current one before running payroll or filing.
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