Performance Review

by anthropicsae1513ea94dcNo license27K starsListed Oct 8, 2026Updated Oct 8, 2026Repository updated today

Structure a performance review with self-assessment, manager template, and calibration prep. Use when review season kicks off and you need a self-assessment template, writing a manager review for a direct report, prepping rating distributions and promotion cases for calibration, or turning vague feedback into specific behavioral examples.

FeaturedInstructions onlyProductivity & WorkflowBusiness & Finance
AI-generated overview

Generates performance review templates for self-assessment, manager reviews, and calibration preparation.

What it does
This skill produces structured markdown templates for three review modes: employee self-assessment, manager review of a direct report, and calibration preparation. Each template includes sections such as accomplishments, goal tracking, strengths, development areas, rating distributions, promotion candidates, and compensation recommendations. It also offers guidance on writing specific, behavior-focused feedback.
When to use it
Use it when a review cycle begins and you need a self-assessment template, a manager review for a direct report, or calibration materials covering rating distributions and promotion cases. It is also useful for turning vague feedback into specific behavioral examples.
Requirements
No scripts or special tools are required; it is instructions only. Optionally, connected HRIS or project tracker systems can supply prior review history, goal data, and project contributions.

/performance-review

If you see unfamiliar placeholders or need to check which tools are connected, see 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 Period1. [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 Points1. **[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.

Source and attribution

Source:anthropics/knowledge-work-pluginsinhuman-resources/skills/performance-reviewat commitae1513e

License: No license

Content belongs to its original authors. SourceWeft indexes it from a public repository.

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