Performance Review

作者 anthropicsae1513ea94dc无许可证27K 个星标收录于 2026年10月8日更新于 2026年10月8日仓库今天更新

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.

精选仅含说明Productivity & Workflow Business & Finance

AI 生成的概览

生成用于自我评估、经理评审和校准准备的三类绩效评审模板。

功能: 该技能为三种评审模式生成结构化的 Markdown 模板：员工自我评估、经理对直接下属的评审，以及校准准备。每个模板包含成果、目标跟踪、优势、待发展领域、评分分布、晋升候选人和薪酬建议等部分。它还提供关于撰写具体、以行为为中心的反馈的指导。
适用场景: 适用于评审周期开始时，需要自我评估模板、针对直接下属的经理评审，或涵盖评分分布和晋升案例的校准材料。它也适合将模糊反馈转化为具体的行为示例。
运行要求: 无需脚本或特殊工具，仅为指令。可选地，已连接的人力资源信息系统或项目跟踪系统可提供过往评审记录、目标数据和项目贡献。

/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

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

/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?]

## 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]

## 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]

## 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

Be specific — "Great job" isn't feedback. "You reduced deploy time 40% by implementing the new CI pipeline" is.
Balance positive and constructive — Both are essential. Neither should be a surprise.
Focus on behaviors, not personality — "Your documentation has been incomplete" vs. "You're careless."
Make development actionable — "Improve communication" is vague. "Present at the next team all-hands" is actionable.

来源与署名

来源：anthropics/knowledge-work-plugins位于human-resources/skills/performance-review提交ae1513e

许可证：无许可证

内容归原作者所有。SourceWeft 从公开仓库中收录这些内容。

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Performance Review

/performance-review

Usage

Modes

Output — Self-Assessment Template

Output — Manager Review

Output — Calibration

If Connectors Available

Tips

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Notion Spec To Implementation