Performance Review Skill

This skill turns rough notes, bullet points, or bullet-point memories into a complete, professionally written performance review. Output is ready to submit or use as a strong first draft.

Required Inputs

Ask the user for these if not provided:

• Review type (Self-assessment / Manager review / Peer/360 / Upward feedback)
• Review period (e.g. H1 2025, Q2 2025, Annual)
• Name of person being reviewed (or "myself" for self-assessment)
• Role / level
• Key achievements or notable work (rough notes are fine)
• Areas where they struggled or could improve (be honest — reviews without growth areas aren't credible)
• Key projects or deliverables from the period
• Company values or competencies to assess against (optional — if provided, structure the review around them)
• Overall rating/recommendation (if the form requires one)

Output Structure

Performance Review: Name]

Role: Title / Level] Review period: Period] Review type: Manager / Self / Peer / Upward] Reviewed by: If known]

Overall Summary

3–5 sentences. High-level characterisation of the period. Acknowledge standout contributions. Be specific — use project names and outcomes, not vague praise. For self-assessments, this should reflect honestly on the period without underselling or overselling.]

Achievements & Impact

3–5 achievements, each structured as:]

Achievement title — specific and concrete] 2–4 sentences. What was the context? What did name] do specifically? What was the measurable or observable outcome? Avoid generic praise — every sentence should be something only this person could have done.]

Strengths Demonstrated

3–4 bullet points. Each bullet = one strength, with one concrete example from the review period. No abstract traits without evidence.]

• Strength]: Example — specific project or behaviour that demonstrated this]

Areas for Growth

2–3 areas. Be direct and constructive — not vague. Frame as "opportunity to develop" not "failure." Each should include:]

Area name]

• Observed pattern: What was noticed — be specific, not personal]
• Why it matters: Impact on team, output, or career progression]
• Suggested development: One concrete action — e.g. "Take on X] responsibility next half" or "Shadow role] on process]"]

Development Goals for Next Period

2–3 goals. Format each as:]

Goal N]: Clear, outcome-oriented goal]

• Why: Connection to growth areas or career aspirations]
• How to measure: What "done" looks like]
• Support needed: Resources, training, or manager input required]

Competency Ratings (if framework provided)

| Competency | Rating | Evidence | |---|---|---| | Competency from company framework] | Exceeds / Meets / Developing / Below] | One-sentence example] |

Closing Recommendation

2–3 sentences. For manager reviews: overall assessment and any promotion/compensation recommendation. For self-assessments: what you're asking for or committing to. For peer reviews: one sentence on what it's like to work with this person.]

Writing Rules

• Never use vague phrases: "strong communicator," "team player," "hardworking" — always back with evidence
• Growth areas must be honest — reviewers who only write positives lose credibility and help no one
• Use third person for manager/peer reviews, first person for self-assessments
• Avoid jargon — "drove alignment" and "leveraged synergies" are meaningless. Use plain language.
• If the user gives sparse notes, ask for one concrete example per achievement before writing

Quality Checks

• ] Every achievement includes a specific outcome (not just activity)
• ] Strengths have concrete examples from the review period
• ] Growth areas are honest and constructive (not softened to meaninglessness)
• ] Development goals are measurable
• ] No vague phrases without evidence
• ] Tone is professional and fair throughout

Anti-Patterns

• ] Do not inflate positive language to avoid difficult feedback — growth areas must be clearly stated, not buried
• ] Do not include feedback that isn't supported by specific examples — every development point needs evidence
• ] Do not write a review that only covers what happened in the last month — the full review period must be considered
• ] Do not omit development goals — a review without forward-looking guidance is incomplete
• ] Do not use language that could be read as discriminatory — avoid references to personality traits unrelated to work performance

Example Trigger Phrases

• "Write a performance review for name] based on these notes: paste notes]"
• "Help me write my self-assessment for period]"
• "Draft a peer review for my colleague who did description]"
• "Turn these bullet points into a full performance review: paste bullets]"