Performance Review Template
Free performance review template for UK employers. Annual appraisal form with objectives, ratings, and development planning.
Use this template for annual performance reviews.
Performance Review Form
Employee Details
| Field | Information |
|---|---|
| Employee Name | |
| Job Title | |
| Department | |
| Manager | |
| Start Date | |
| Review Period | From: _________ To: _________ |
| Review Date |
Part 1: Review of Objectives
Review performance against objectives set in the previous review period
Objective 1
| Field | Information |
|---|---|
| Objective | |
| Target/Measure | |
| What was achieved | |
| Rating | Exceeded / Met / Partially Met / Not Met |
| Comments |
Objective 2
| Field | Information |
|---|---|
| Objective | |
| Target/Measure | |
| What was achieved | |
| Rating | Exceeded / Met / Partially Met / Not Met |
| Comments |
Objective 3
| Field | Information |
|---|---|
| Objective | |
| Target/Measure | |
| What was achieved | |
| Rating | Exceeded / Met / Partially Met / Not Met |
| Comments |
Add more objectives as needed
Part 2: Performance Against Competencies/Values
Rate performance in key areas
| Competency | Rating (1-5) | Evidence/Comments |
|---|---|---|
| Job Knowledge | ||
| Quality of Work | ||
| Productivity | ||
| Communication | ||
| Teamwork | ||
| Problem Solving | ||
| Initiative | ||
| Reliability | ||
| Adherence to Company Values | ||
| [Other relevant competency] |
Rating Scale
| Rating | Description |
|---|---|
| 5 | Exceptional - Consistently exceeds expectations |
| 4 | Strong - Frequently exceeds expectations |
| 3 | Competent - Meets expectations |
| 2 | Development needed - Sometimes meets expectations |
| 1 | Unsatisfactory - Does not meet expectations |
Part 3: Key Achievements
Highlight significant achievements during the review period
What were your main achievements this year?
[Employee to complete]
Manager's comments on achievements:
[Manager to complete]
Part 4: Areas for Development
Identify areas where improvement is needed
What areas do you feel you could develop or improve?
[Employee to complete]
Manager's assessment of development needs:
[Manager to complete]
Part 5: Training and Development
Training Completed
| Training | Date | Impact |
|---|---|---|
Development Needs Identified
| Development Area | Proposed Action | Timeframe | Support Needed |
|---|---|---|---|
Part 6: Career Discussion
What are your career aspirations?
[Employee to complete]
What support would help your career development?
[Employee to complete]
Manager's comments:
[Manager to complete]
Part 7: Objectives for Next Review Period
Set SMART objectives for the coming period
Objective 1
| Field | Information |
|---|---|
| Objective | |
| Measure of success | |
| Target date | |
| Support/resources needed |
Objective 2
| Field | Information |
|---|---|
| Objective | |
| Measure of success | |
| Target date | |
| Support/resources needed |
Objective 3
| Field | Information |
|---|---|
| Objective | |
| Measure of success | |
| Target date | |
| Support/resources needed |
Part 8: Overall Performance Rating
| Rating | Criteria |
|---|---|
| [ ] Exceptional | Consistently exceeds all expectations. Outstanding contribution. |
| [ ] Strong | Frequently exceeds expectations. High performer. |
| [ ] Competent | Meets expectations. Solid, reliable performance. |
| [ ] Development Needed | Does not consistently meet expectations. Improvement required. |
| [ ] Unsatisfactory | Significantly below expectations. Urgent improvement needed. |
Manager's overall comments:
[Space for comments]
Part 9: Employee Comments
Employee's comments on this review:
[Space for employee to add any comments]
Part 10: Sign-Off
Employee
I have participated in this performance review and discussed the content with my manager.
- I agree with the content of this review
- I disagree with elements of this review (see comments above)
Signature: _________________ Date: _________
Manager
I have conducted this review in accordance with company procedure.
Signature: _________________ Date: _________
Reviewer (if applicable)
Signature: _________________ Date: _________
Follow-Up Actions
| Action | Owner | Due Date | Status |
|---|---|---|---|
Next review date: _________________
For HR Use
| Field | Information |
|---|---|
| Received by HR | Date: |
| Filed | Date: |
| Rating recorded | [ ] |
| Development needs logged | [ ] |
| Pay review processed (if linked) | [ ] |
Guidance for Managers
Before the Review
- Review previous objectives and notes
- Gather feedback from colleagues (360)
- Ask employee to self-assess
- Book adequate time (60-90 minutes)
During the Review
- Create a comfortable environment
- Listen as much as you talk
- Focus on behaviours and outcomes
- Give specific examples
- Discuss development genuinely
- Agree on objectives together
After the Review
- Complete form promptly
- Ensure both parties sign
- Submit to HR
- Follow up on agreed actions
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Frequently Asked Questions
- Are performance reviews legally required?
- No, there's no legal requirement for performance reviews. However, they're valuable for setting expectations, providing feedback, identifying development needs, and creating documentation that can support performance management if needed.
- How often should performance reviews be held?
- Annual reviews are common, but many organisations supplement these with more frequent check-ins (quarterly or monthly). Regular feedback is more effective than once-a-year conversations.
- Should I rate employee performance?
- Rating systems (1-5, A-E, etc.) can help calibrate performance across the organisation, but some argue they damage motivation. If using ratings, ensure criteria are clear and applied consistently to avoid bias.