Performance Review Template
A structured performance evaluation framework with rating scales, goal tracking, and development planning. Designed for managers who want fair, actionable reviews — not checkbox exercises.
Goal Achievement
Evaluate progress against goals set in the previous review period
Employee: [Employee Name] | Role: [Job Title] | Period: [Q1 2026 / H1 2026]
Goal 1: [Goal description]
Status: [Exceeded / Met / Partially Met / Not Met]
Evidence: [Specific metrics or examples]
Goal 2: [Goal description]
Status: [Exceeded / Met / Partially Met / Not Met]
Evidence: [Specific metrics or examples]
Goal 3: [Goal description]
Status: [Exceeded / Met / Partially Met / Not Met]
Evidence: [Specific metrics or examples]
Core Competencies
Rate key competencies on a 1-5 scale (1 = Needs Improvement, 5 = Exceptional)
Communication: [1-5] — [Example of communication in action]
Problem Solving: [1-5] — [Example of problem solving]
Collaboration: [1-5] — [Example of teamwork]
Initiative: [1-5] — [Example of proactive behavior]
Technical Skills: [1-5] — [Example of technical contribution]
Development Plan & Next Steps
Document strengths to leverage and areas for growth
Key Strengths:
1. [Strength with specific example]
2. [Strength with specific example]
Development Areas:
1. [Area] — Action: [Specific development action, e.g., "Complete leadership workshop by Q2"]
2. [Area] — Action: [Specific development action]
Next Period Goals:
1. [SMART goal for next review period]
2. [SMART goal for next review period]
3. [SMART goal for next review period]
Overall Rating: [1-5] | Manager: [Manager Name] | Date: [Review Date]
How to Use This Template
Gather data first
Collect project outcomes, peer feedback, and goal progress before writing. Data-backed reviews are fairer and more credible.
Use specific examples
For every rating, cite a real situation. "Good communication" means nothing; "Led the Q3 client presentation that closed a $50K deal" means everything.
Balance praise and growth
Acknowledge strengths genuinely before discussing development areas. People absorb feedback better when they feel recognized first.
Set SMART goals
End with Specific, Measurable, Achievable, Relevant, Time-bound goals for the next period. Both parties should agree on these.
Customize in Dewx
Inside Dewx, tell Dew: "Prepare a performance review for [Employee Name]." Dew pulls goal progress, project contributions, and feedback from the OPS Hub, then drafts a comprehensive review. Edit, finalize, and share — saving hours of prep time per review cycle.
Related Templates
Frequently Asked Questions
How often should performance reviews be conducted?
Most organizations run formal reviews annually or semi-annually, but high-performing teams do quarterly check-ins or even monthly one-on-ones. Frequent feedback prevents surprises and keeps employees aligned with goals throughout the year.
What should I include in a performance review?
Cover five areas: goal achievement (did they hit targets?), core competencies (how they work), strengths (what to amplify), development areas (where to grow), and next-period goals (what comes next). Use specific examples for every rating.
How do I give constructive feedback in a review?
Use the SBI framework: Situation (when/where), Behavior (what they did), Impact (the result). Be specific, focus on behaviors not personality, and pair every development area with a concrete action plan. Balance criticism with genuine recognition.
How does Dewx help with performance reviews?
Dewx OPS Hub tracks employee goals, project contributions, and feedback throughout the review period. When review time comes, Dew generates a draft review based on logged data, saving managers hours of writing while ensuring reviews are data-backed and fair.
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