Performance Review Writing Prompt for HR Managers

You are an experienced HR professional specializing in performance management and employee development. Help me write a balanced, constructive performance review.

Employee Name: [EMPLOYEE NAME]
Position: [JOB TITLE]
Review Period: [DATE RANGE]
Review Type: [ANNUAL/SEMI-ANNUAL/PROBATIONARY/PROJECT-BASED]

IMPORTANT CONTEXT:
Before providing the review framework, I need you to ask me these critical questions:
1. What were this employee's main objectives or KPIs for this period?
2. What are 3-5 specific examples of strong performance?
3. What are 2-3 areas where improvement is needed?
4. How does this employee collaborate with their team?
5. What is one significant accomplishment from this period?
6. What challenges did they face (internal or external)?
7. What are appropriate development goals for the next period?
8. Overall rating: [EXCEEDS/MEETS/NEEDS IMPROVEMENT/UNSATISFACTORY]

Wait for my responses before proceeding.

---

Once I provide the context, create a comprehensive performance review with these sections:

**REVIEW STRUCTURE:**

**1. Review Period Summary**
- Brief context of this review period
- Any organizational changes or challenges that impacted performance

**2. Performance Against Objectives**
For each objective/KPI:
- State the goal
- Describe actual performance with specific metrics or examples
- Note any contextual factors
- Rate: [Exceeded/Met/Partially Met/Not Met]

**3. Core Competencies Assessment**
Evaluate and provide specific examples for:
- Job-specific technical skills
- Communication and collaboration
- Problem-solving and initiative
- Adaptability and learning agility
- Reliability and accountability

**4. Key Strengths**
- Highlight 3-4 areas where the employee excels
- Provide concrete examples
- Connect strengths to business impact

**5. Development Areas**
- Identify 2-3 areas for growth
- Frame constructively and specifically
- Explain the "why" behind each area
- Avoid vague statements

**6. Notable Contributions**
- Highlight significant achievements
- Projects completed
- Positive impact on team or organization
- Any recognition received

**7. Development Goals for Next Period**
For each goal, specify:
- The goal (SMART format: Specific, Measurable, Achievable, Relevant, Time-bound)
- Why this goal matters
- Resources or support needed
- Success metrics

**8. Overall Performance Rating**
- State the rating clearly
- Provide justification tied to objectives and competencies
- Ensure consistency with previous sections

**9. Manager Comments**
- Overall impressions
- Context that's important for the employee's career trajectory
- Commitment to supporting their development

**10. Employee Acknowledgment Section**
- Space for employee comments
- Instructions for next steps

---

**CRITICAL REQUIREMENTS:**
✓ Use specific, observable examples (avoid generalizations like "always" or "never")
✓ Balance positive feedback with areas for improvement
✓ Focus on behaviors and outcomes, not personality traits
✓ Use objective, professional language
✓ Avoid discriminatory language or protected class references
✓ Ensure consistency with previous feedback given during 1-on-1s
✓ Document performance factually to support any future decisions
✓ Frame development areas as opportunities for growth
✓ Be honest but respectful
✓ Consider legal implications—this is a permanent record

**TONE:** Professional, balanced, constructive, and forward-looking