/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 /performance-review $ARGUMENTS 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 If no mode is specified, ask what type of review they need. Output — Self-Assessment Template
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 Period 1. [Goal — specific and measurable] 2. [Goal] 3. [Goal]
Feedback for Manager [How can your manager better support you?] Output — Manager Review
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
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 Points 1. ** [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.