Professional Documents
Culture Documents
Performance Review Template
Performance Review Template
Initiate the process by completing the following fields. Then save the file, using the employee's name and ID number in the filename (e.g. PR-JohnSmith123456).
EMPLOYEE FIRST NAME EMPLOYEE MIDDLE NAME EMPLOYEE LAST NAME EMPLOYEE ID NUMBER
Now identify 3-5 critical business objectives for the upcoming year.
OBJECTIVE 1 WEIGHTING ALIGNS TO… METRICS & MILESTONES
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OBJECTIVE 3 WEIGHTING ALIGNS TO… METRICS & MILESTONES
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RATINGS SUMMARY - by Objective
Objective Number: 1 2 3 4 5 Average
Mid-Year Rating and Weight (%): 0% 0% 0% 0% 0% 0.0
Year End Rating and Weight (%): 0% 0% 0% 0% 0% 0.0
Total Weights: 0% WARNING: Total of all weights must = 100% or calculated weighted average will be incorrect.
Note: The final weighted averages are only a guide. Adust as necessary before entering on the Ratings Summary sheet.
COMMENTS
MID-YEAR OBJECTIVES SUMMARY
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PERFORMANCE ALIGNMENT REVIEW - BEHAVIORS
BEHAVIOR RATING SCALE - Place cursor over the titles to view rating scale definitions.
5 - Exceptional 4 - Commendable 3 - Fully Effective 2 - Needs Improvement 1 - Unacceptable
RATE BEHAVIORS:
Consider the individuals' demonstration of each behavior and enter a numerical rating from 5 to 1 in the boxes below.
Click on the underscored text to view descriptions.
Use these definitions if you are unsure about which category applies to the employee.
MID-YEAR FINAL INDIVIDUAL CONTRIBUTOR: Exempt employees who do not manage others in a direct reporting relationship.
They may serve as team leaders, coaches, or program managers. These individuals may also work in a matrix
reporting relationship but do not have direct supervisory responsibilities.
Integrity MANAGER OF OTHERS: Exempt employees who have at least one direct report and have performance
appraisal responsibility. Typically, these individuals are entry-level supervisors through senior managers.
EXECUTIVE: Exempt employees who have at least one direct report and have performance appraisal
Team Player responsibility. Typically, these individuals hold higher-level management positions (director or above).
Champion Change
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PERFORMANCE ALIGNMENT REVIEW - RATINGS SUMMARY
Consider overall performance on objectives and behaviors and enter a rating for each.
MID-YEAR RATINGS OBJECTIVES: BEHAVIORS:
YEAR END RATINGS
EXCEPTIONAL
Results on Objectives
COMMENDABLE
Mid Year
Year End FULLY EFFECTIVE
NEEDS IMPROVEMENT
UNACCEPTABLE
Behaviors
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PERFORMANCE ALIGNMENT REVIEW - COMMENTS & SIGNATURES
COMMENTS
MANAGER SUMMARY COMMENTS:
MID YEAR YEAR END
SIGNATURES:
MANAGER SIGNATURE DATE PRINTED NAME
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