# 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.

Source: https://buildpdfs.com/templates/performance-review
Category: Business

A structured semi-annual performance review with goal recap, competency ratings (1–5), self-evaluation prompts, manager evaluation, and a development plan section.

## What's included

- Goal recap section with status from last review
- Core competencies rated 1–5 (craft, collaboration, communication, ownership, growth)
- Self-evaluation prompts with space for written responses
- Manager evaluation section with strengths and development areas
- Development plan for next review period

## Sample content

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

## 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.


[Use this template](https://buildpdfs.com/signup?templateId=performance-review) — free, no credit card required.