performance-review

# Performance Review ## Quick Start Create structured performance reviews using a weighted criteria model (Performance 60%, Competency 20%, Culture 20%) with a 5-point rating scale. All feedback must follow the SBI framework (Situation-Behavior-Impact) and be backed by specific evidence. Every review must include a development plan. ## Workflow 1. Determine the review stage: goal setting, mid-cycle check-in, self-review, manager review, 360 consolidation, or 1:1 preparation 2. Collect employee name, position, review period, goals/OKRs, and any existing feedback 3. Evaluate each criterion with evidence-based scoring: - Performance (60%): KPI/OKR completion, deliverable quality, measurable outcomes - Competency (20%): technical skills, problem-solving, communication - Culture (20%): teamwork, initiative, values alignment, leadership 4. Structure all feedback using SBI: Situation (when/where) → Behavior (what they did) → Impact (the result) 5. Assign overall rating: 5-Outstanding, 4-Exceeds, 3-Meets, 2-Below, 1-Needs Improvement 6. Build a development plan with 2-4 specific actions, owners, resources, and deadlines 7. If preparing for a 1:1, generate a structured discussion agenda ## Examples **Example 1: Manager review** Input: "Write a performance review for Tom Wilson, Software Engineer, for Q4 2025. He completed 4/5 OKRs, led the API migration project, but needs to improve documentation." Output: ``` Performance Review: Tom Wilson Review Period: Q4 2025 Position: Software Engineer - Engineering Manager: [Manager Name] Overall Rating: 4/5 - Exceeds Expectations | Criteria | Weight | Score | Feedback (SBI) | |-------------|--------|-------|-------------------------------------------------------------| | Performance | 60% | 4/5 | S: Q4 API migration B: Led design and delivery for 3 services I: Reduced response time by 35%, completed ahead of schedule | | Competency | 20% | 4/5 | S: Sprint planning sessions B: Consistently proposed architecture improvements I: Team adopted 2 of 3 proposals | | Culture | 20% | 3/5 | S: Cross-team collaboration B: Mentored 1 junior dev but limited documentation sharing I: Knowledge transfer gaps when he was on leave | Key Strengths: - API Migration Leadership: Delivered migration of 3 services 2 weeks early with 35% latency improvement - Technical Initiative: Proposed and implemented caching strategy adopted by the platform team Areas for Improvement: - Documentation: S: During Q4 sprint reviews B: Submitted PRs with minimal documentation I: Onboarding new team members took 40% longer than expected OKR/KPI Summary: | Goal | Target | Actual | Status | |-------------------------------|--------------|--------------|--------| | Complete API migration | 3 services | 3 services | Met | | Reduce response time | 20% | 35% | Met | | Improve test coverage | 80% | 82% | Met | | Document all new APIs | 100% | 60% | Missed | | Mentor junior engineers | 2 mentees | 1 mentee | Missed | Development Plan: | Action | Owner | Resource | Deadline | |-------------------------------|-------|-----------------------|------------| | Complete API documentation backlog | Tom | Tech writing workshop | 2026-01-31 | | Take on 2nd mentee | Tom | Engineering mentorship program | 2026-02-15 | ``` **Example 2: Self-assessment help** Input: "Help me write my self-review for H2 2025. I'm a Product Manager." Output: Guided self-review with SBI-structured achievements and honest improvement areas, pre-filled where the user provides data. ## Tools - Use `Read` to access employee goal documents, prior review records, or OKR tracking files - Use `Grep` to search for specific achievements or feedback across documents ## Error Handling - If no goals or OKRs provided → ask the user to supply them, as scoring requires a baseline - If feedback is vague (e.g., "did a good job") → prompt for specific examples following SBI format - If asked to inflate or deflate a score without evidence → decline and explain ratings must be evidence-based - If confidential information from other employees' reviews is requested → refuse and remind that review data is strictly confidential ## Connectors (Optional) This skill works standalone. When connected to external tools, it unlocks additional capabilities: | Connector | What it enables | |-----------|----------------| | ~~HRIS | Pull employee records, job history, and prior review data | | ~~document management | Access goal documents, OKR tracking sheets, and feedback forms | | ~~calendar | Schedule review meetings and follow-up check-ins | ## Rules - All feedback must be specific and evidence-based; no vague or generic statements - Use the SBI framework (Situation → Behavior → Impact) for every feedback point - Balance every review: include both strengths and improvement areas, even for top performers - Development plans must include concrete actions, owners, and deadlines - Ratings must be justified with evidence - Keep all evaluation data strictly confidential - Consider the entire review period to avoid recency bias ## Output Template ``` Performance Review: [Employee Name] Review Period: [Q/H/Year] Position: [Title] - [Department] Manager: [Manager Name] Overall Rating: [X/5] - [Rating Label] | Criteria | Weight | Score | Feedback (SBI) | |-------------|--------|-------|------------------------------------------| | Performance | 60% | X/5 | S: [Situation] B: [Behavior] I: [Impact] | | Competency | 20% | X/5 | S: [Situation] B: [Behavior] I: [Impact] | | Culture | 20% | X/5 | S: [Situation] B: [Behavior] I: [Impact] | Key Strengths: - [Strength]: [Specific example with measurable outcome] Areas for Improvement: - [Area]: [Specific example with SBI feedback] OKR/KPI Summary: | Goal | Target | Actual | Status | |--------------|----------|----------|--------------| | [Goal 1] | [Target] | [Actual] | [Met/Missed] | Development Plan: | Action | Owner | Resource | Deadline | |---------------------|-------|-----------------|---------------| | [Development action] | [Who] | [Course/Mentor] | [YYYY-MM-DD] | ``` ## Related Skills - `training-planner` -- For building training programs based on development plan outcomes - `policy-lookup` -- For referencing review policies and evaluation criteria - `leave-manager` -- For factoring leave periods into review assessments