Performance Review Template
A structured semi-annual performance review with goal recap, competency ratings (1–5), self-evaluation prompts, manager evaluation, and a development plan section.
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Prism Analytics
Performance Review · H1 2026
Jamie
Rodriguez
Mid-level Product Designer · Design Team
Manager
Chris Park
Review Period
H1 2026 (Jan–Jun)
Review Date
July 2026
Rating Scale
1 (Needs Improvement) – 5 (Exceptional)
Review Details
H1 2026
Employee Name
Jamie Rodriguez
Title
Mid-level Product Designer
Department
Design
Manager
Chris Park, Head of Design
Review Period
January 1 – June 30, 2026
Review Type
Semi-Annual Performance Review
Goals Set at Last Review — Status Update
| # | Goal | Status | Notes |
|---|---|---|---|
| 1 | Lead end-to-end redesign of onboarding flow | ✓ Complete | Shipped in March. 28% improvement in activation rate per product analytics. |
| 2 | Establish design system component library (Phase 1) | In Progress · 70% | Core components done. Remaining: data viz tokens, dark mode variables. On track for H2. |
| 3 | Mentor 2 junior designers through project ownership | ✓ Complete | Both mentees shipped independent projects. Positive feedback from both in 1:1s. |
Core Competencies
Manager Assessment
Scale: 1 — Needs Improvement · 2 — Below Expectations · 3 — Meets Expectations · 4 — Exceeds Expectations · 5 — Exceptional
Craft & Quality
4 / 5
Consistently delivers high-quality work. Attention to interaction detail is exceptional.
Collaboration
5 / 5
Outstanding. Engineers and PMs consistently cite Jamie as a collaborative partner.
Communication
4 / 5
Strong async comms. Room to grow in presenting design rationale to stakeholders.
Ownership & Initiative
4 / 5
Proactive on project-level issues. Starting to identify systemic problems independently.
Growth & Learning
3 / 5
Limited time for skill development this half given project load. A focus area for H2.
Overall: 4.0 / 5.0 Exceeds Expectations
Self-Evaluation
Employee Completes
Complete this section before your review meeting. Be specific. This is your voice in the conversation.
My biggest accomplishment this review period was...
What went particularly well, and why?
What would I do differently if I could redo this period?
What support or resources do I need from my manager in the next half?
Where do I want to be in 12 months, professionally?
Manager Evaluation
Manager Completes
Key observations from this review period
Primary development areas for the next half
Specific support or actions I will take as manager
H2 2026 Development Goals
Set 2–3 goals together in the review meeting. Goals should be specific, measurable, and achievable within the half.
| # | Goal Description | Success Metric | Timeline | Support Needed |
|---|---|---|---|---|
| 01 | ||||
| 02 | ||||
| 03 |
Compensation Notes
Compensation decisions are made separately from performance reviews and are communicated by the People team in a dedicated conversation. This section is reserved for any agreed-upon notes from the review that will be considered in the upcoming compensation cycle (if applicable). Do not document specific salary figures here.
Employee Signature
Date
Manager Signature
Date
People Team (if applicable)
Date
Related reading
Frequently asked questions
What should a performance review include?
A complete performance review covers: recap of goals set at the last review, ratings on core competencies, self-evaluation, manager evaluation with specific examples, compensation discussion, and a development plan for the next period.
How often should performance reviews happen?
Annual reviews are the minimum — but most high-performing teams do semi-annual reviews with quarterly check-ins. This template is designed for semi-annual use.
Is this performance review template free?
Yes — free to use. Customize the competencies and rating scale to match your company's framework.
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