Performance review form
A performance review form is a structured conversation frozen in time — what did the employee do well this period, where can they improve, and what are they aiming for next. This works for manager assessments and self-assessments alike: employee name, the review period, ratings on two competencies, achievements, growth areas, and forward-looking goals so both sides agree on next steps.
The form beside this text is live. Fill it in and submit it — it validates exactly as it would for a real respondent, and saves nothing.
Structured competencies replace vague feedback
Rating specific competencies produces comparable, actionable feedback, rather than a vague "could improve" that does not tell the employee what to change.
One form works for manager assessment and self-assessment
Run the same form as a manager assessment, a self-assessment, or both, then export and compare the two as talking points in the review conversation.
No card required.
Performance Review
Live previewHow to build this form
5 steps in the editor. Nothing here needs a paid plan.
- Add a text field for the employee name and a text field for the review period, e.g. "Q3 2026".
- Add rating fields for two core competencies — suggested: Communication and Quality of work — customised to your organisation.
- Add a textarea for key achievements, so the employee owns the wins.
- Add a textarea for areas for growth, kept specific rather than vague.
- Add a textarea for goals for the next period, ideally measurable and time-bound.
Fields in this form
7 fields, using 3 of the 19 field types available.
| Question | Field type | Required |
|---|---|---|
| Employee name | Short text | Yes |
| Review period | Short text | Yes |
| Communication | Rating | Yes |
| Quality of work | Rating | Yes |
| Key achievements this period | Long text | Yes |
| Areas for growth | Long text | Yes |
| Goals for next period | Long text | Yes |
What goes wrong with this form
Specific to a performance review form, not general advice about forms.
Skipping the growth section or making it optional
Mark it required. A review without growth feedback is just a report card — specific growth areas are where the form becomes useful for actual development.
Rating without context in the achievements section
A rating is a number; achievements are the story behind it. Keep the achievements textarea so ratings are backed by examples, not just a score.
Forgetting this is a conversation starter, not the conversation
The form is a snapshot in text. Use it to structure a real conversation with the employee — do not rely on the written response alone.
Questions about this form
What if the employee disagrees with the ratings?
The form is a starting point for conversation, not a final verdict. Use it to structure the discussion, then talk through any disagreements — running manager and self-assessments separately and comparing them surfaces exactly where views differ.
Can I customise the competencies being rated?
Yes. The form shows two rating fields by default — edit the labels to match your organisation, such as Leadership, Collaboration or Customer focus.
How often should I run performance reviews?
That depends on your organisation. Annual reviews are standard, but quarterly check-ins use the same template — just change the review period text to match your cadence.