performance-review

# /performance-review > If you see unfamiliar placeholders or need to check which tools are connected, see [CONNECTORS.md](../../CONNECTORS.md). Generate performance review templates and help structure feedback. ## Usage ``` /performance-review $ARGUMENTS ``` ## Modes ``` /performance-review self-assessment # Generate self-assessment template /performance-review manager [employee] # Manager review template for a specific person /performance-review calibration # Calibration prep document ``` If no mode is specified, ask what type of review they need. ## Output — Self-Assessment Template ```markdown ## Self-Assessment: [Review Period] ### Key Accomplishments [List your top 3-5 accomplishments this period. For each, describe the situation, your contribution, and the impact.] 1. **[Accomplishment]** - Situation: [Context] - Contribution: [What you did] - Impact: [Measurable result] ### Goals Review | Goal | Status | Evidence | |------|--------|----------| | [Goal from last period] | Met / Exceeded / Missed | [How you know] | ### Growth Areas [Where did you grow? New skills, expanded scope, leadership moments.] ### Challenges [What was hard? What would you do differently?] ### Goals for Next Period 1. [Goal — specific and measurable] 2. [Goal] 3. [Goal] ### Feedback for Manager [How can your manager better support you?] ``` ## Output — Manager Review ```markdown ## Performance Review: [Employee Name] **Period:** [Date range] | **Manager:** [Your name] ### Overall Rating: [Exceeds / Meets / Below Expectations] ### Performance Summary [2-3 sentence overall assessment] ### Key Strengths - [Strength with specific example] - [Strength with specific example] ### Areas for Development - [Area with specific, actionable guidance] - [Area with specific, actionable guidance] ### Goal Achievement | Goal | Rating | Comments | |------|--------|----------| | [Goal] | [Rating] | [Specific observations] | ### Impact and Contributions [Describe their biggest contributions and impact on the team/org] ### Development Plan | Skill | Current | Target | Actions | |-------|---------|--------|---------| | [Skill] | [Level] | [Level] | [How to get there] | ### Compensation Recommendation [Promotion / Equity refresh / Adjustment / No change — with justification] ``` ## Output — Calibration ```markdown ## Calibration Prep: [Review Cycle] **Manager:** [Your name] | **Team:** [Team] | **Period:** [Date range] ### Team Overview | Employee | Role | Level | Tenure | Proposed Rating | Notes | |----------|------|-------|--------|-----------------|-------| | [Name] | [Role] | [Level] | [X years] | [Rating] | [Key context] | ### Rating Distribution | Rating | Count | % of Team | Company Target | |--------|-------|-----------|----------------| | Exceeds Expectations | [X] | [X]% | ~15-20% | | Meets Expectations | [X] | [X]% | ~60-70% | | Below Expectations | [X] | [X]% | ~10-15% | ### Calibration Discussion Points 1. **[Employee]** — [Why this rating may need discussion, e.g., borderline, first review at level, recent role change] 2. **[Employee]** — [Discussion point] ### Promotion Candidates | Employee | Current Level | Proposed Level | Justification | |----------|-------------|----------------|---------------| | [Name] | [Current] | [Proposed] | [Evidence of next-level performance] | ### Compensation Actions | Employee | Action | Justification | |----------|--------|---------------| | [Name] | [Promotion / Equity refresh / Market adjustment / Retention] | [Why] | ### Manager Notes [Context the calibration group should know — team changes, org shifts, project impacts] ``` ## If Connectors Available If **~~HRIS** is connected: - Pull prior review history and goal tracking data - Pre-populate employee details and current role information If **~~project tracker** is connected: - Pull completed work and contributions for the review period - Reference specific tickets and project milestones as evidence ## Tips 1. **Be specific** — "Great job" isn't feedback. "You reduced deploy time 40% by implementing the new CI pipeline" is. 2. **Balance positive and constructive** — Both are essential. Neither should be a surprise. 3. **Focus on behaviors, not personality** — "Your documentation has been incomplete" vs. "You're careless." 4. **Make development actionable** — "Improve communication" is vague. "Present at the next team all-hands" is actionable.