Free performance review template (PDF)

Work through three stages: prepare (gather the job description, past goals and 1:1 notes, collect peer input and ask for a self-evaluation), hold a two-way conversation that celebrates achievements and works through challenges, then follow up on the agreed actions. Use this form to keep the conversation structured. Our guide to conducting a performance review walks through each stage in detail.

Cover the essentials in a logical order: employee and role details, goals from the previous period, performance metrics, core competencies, behavioural attributes, strengths, development areas, next-period goals and a sign-off section. A consistent rating scale keeps reviews objective. This free template already includes all of those sections — download it and tailor the fields to your business.

A common framework runs: 1) set clear expectations and goals, 2) provide ongoing feedback through the period, 3) gather evidence and data, 4) ask the employee for a self-assessment, 5) hold the review discussion, 6) agree a rating and next-period goals, and 7) follow up on the actions. The form supports steps 3–6, while features like performance management software help with steps 1, 2 and 7.

Use specific, evidence-based comments rather than vague statements. Instead of “good teamwork”, write “helped train two new staff members and covered shifts at short notice three times this quarter”. Balance recognition with constructive development points so the employee leaves with a clear, fair picture of their performance.

Annual reviews are standard, but many organisations now prefer quarterly or bi-annual check-ins combined with ongoing feedback. New employees often benefit from reviews at 3 and 6 months during probation. Find a rhythm that suits your business — see our guide on managing probation periods.