Performance Review

作者 anthropicsae1513ea94dc無授權條款27K 個星標收錄於 2026年10月8日更新於 2026年10月8日儲存庫今天更新

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.

精選僅含說明Productivity & Workflow Business & Finance

AI 產生的概覽

產生用於自我評估、主管評核與校準準備的三類績效評核範本。

功能: 此技能會為三種評核模式產生結構化的 Markdown 範本：員工自我評估、主管對直屬部屬的評核，以及校準準備。每個範本包含成果、目標追蹤、優勢、待發展領域、評分分布、晉升候選人與薪酬建議等區段。它也提供撰寫具體、以行為為核心的回饋之指引。
適用情境: 適用於評核週期開始時，需要自我評估範本、針對直屬部屬的主管評核，或涵蓋評分分布與晉升案例的校準資料。它也適合將模糊的回饋轉化為具體的行為範例。
執行需求: 無需指令碼或特殊工具，僅為指示。可選擇性地，已連接的人力資源資訊系統或專案追蹤系統可提供過往評核紀錄、目標資料與專案貢獻。

/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.

來源與署名

來源：anthropics/knowledge-work-plugins位於human-resources/skills/performance-review提交ae1513e

授權條款：無授權條款

內容歸原作者所有。SourceWeft 從公開儲存庫中收錄這些內容。

檢舉或申請下架

更多來自 anthropics/knowledge-work-plugins 的技能

Ticket Deflector

anthropics

精選

Reads a forwarded customer email or ticket, pulls order and refund status from a payments connector (PayPal, Square, or Stripe) or Shopify, account history from the CRM, and open tickets from a support desk (Zoho Desk), drafts a tone-matched reply in the owner's writing voice, and can issue a refund through the payments connector with explicit owner approval. With Shopify connected it also runs a proactive order-triage mode that surfaces orders needing attention — unfulfilled past the promised window, payment problems, pending refunds, stuck shipments — and drafts the next action for each before the customer has to ask. Use when the user says "draft a response," "answer this customer," "where's my order," "I want a refund," "check my orders," or "anything about to blow up."

待分類27K今天更新

Tax Season Organizer

anthropics

精選

Prepares tax-season materials for the owner's accountant, not tax advice. US federal tax; a non-US business gets its closed-books packet instead. Two modes: (1) quarterly estimated tax from YTD net income in the ledger (MYOB, NetSuite, QuickBooks, Xero, or Zoho Books); (2) year-end 1099 prep, scanning the ledger, PayPal, and Stripe for contractors paid over USD 600 into a 1099-NEC list with missing W-9 flags. Any tax request routes first to /tax-prep, which confirms the books are closed and reconciled before running this skill. Use this skill directly only when the owner says the period's books are already closed: "books are closed, now do the 1099s," "run the quarterly estimate off the closed numbers," or "just the contractor W-9 list."

待分類27K今天更新

Tax Prep

anthropics

精選

根據已結帳的帳目準備稅務資料：季度預估繳稅明細，或年終 1099-NEC 清單與會計師資料包。

Business & Finance27K今天更新

Smb Onboard

anthropics

精選

引導小型企業主完成首次設定：連接工具、執行一次展現價值的配方、記錄業務背景並設定每週檢查節奏。

Productivity & Workflow27K今天更新

Smb Router

anthropics

精選

將小型企業主的需求轉接到合適的外掛技能或指令，並說明可用功能。

Productivity & Workflow27K今天更新

Month End Prep

anthropics

精選

Reconciles the accounting ledger (MYOB, NetSuite, QuickBooks, Xero, or Zoho Books) against PayPal, Shopify, Square, and Stripe settlements, flags transactions that need attention, suspicious duplicates, and missing receipts, then writes a plain-English P&L narrative and exports a close packet (xlsx + one-page PDF). This is the first link of the /close-month command; a request to close the month or the books routes there, and the command runs this skill before refreshing the forecast and distributing the packet. Use this skill directly only when the owner wants the reconciliation alone, with no forecast refresh and no distribution: "just reconcile, no packet," "what's missing from the books," "flag the duplicates and missing receipts," or "write the P&L narrative for this month."

待分類27K今天更新

Performance Review

/performance-review

Usage

Modes

Output — Self-Assessment Template

Output — Manager Review

Output — Calibration

If Connectors Available

Tips

來源與署名

更多來自 anthropics/knowledge-work-plugins 的技能

Ticket Deflector

Tax Season Organizer

Tax Prep

Smb Onboard

Smb Router

Month End Prep

更多Productivity & Workflow技能

Dd Meeting Prep

Dd Checklist

Deal Tracker

Client Review

Morning Note

Notion Spec To Implementation