performance-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]

## 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]