Performance Review

# /performance-review

> If you see unfamiliar placeholders or need to check which tools are connected, see [CONNECTORS.md](../../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

```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 Period 1. [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] ```

## 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 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

1. **Be specific** — "Great job" isn't feedback. "You reduced deploy time 40% by implementing the new CI pipeline" is. 2. **Balance positive and constructive** — Both are essential. Neither should be a surprise. 3. **Focus on behaviors, not personality** — "Your documentation has been incomplete" vs. "You're careless." 4. **Make development actionable** — "Improve communication" is vague. "Present at the next team all-hands" is actionable.