Performance Review / Evaluation Form
Rate competencies from 1 to 5 with optional weights, see the average and weighted score, and record goals, strengths, a development plan and both sides' comments.
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Country versions
- International
- Korea *
- Japan *
- Germany *
* check with local advice
A template, not advice.
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What it is
A performance review is a structured conversation put on paper: how an employee did against the expectations of the role and the goals set earlier, what was strong, what should develop, and what happens next. Done well, it gives the employee clear feedback with examples and gives the employer a record that decisions about pay, roles or support can rest on. Done badly, it is a form filled in the night before.
This form keeps the parts separate so that each one can be honest. Competencies are rated from 1 to 5 in a table. If some matter more than others, give each a weight, and the form works out the simple average and the weighted score from the numbers you type. The final rating is its own field, because the arithmetic is only an input to the reviewer's judgement. Below come the goals of the period with their results, strengths, areas to develop, a short development plan with dates, the follow-up you propose, and a comment from each side. The Korean version adds a self-assessment column and approval boxes, the Japanese version a two-stage review with seals, and the German version the review conversation and the employee's acknowledgement. The form records a review; it is a general template, not legal advice, and it decides nothing about employment.
When to use it
- The yearly or half-yearly review is due and you want a clear structure.
- An employee finishes the probation period and you need to record the result.
- You want to record goals and results, not only a general impression.
- You want the development plan and the follow-up written down and dated.
- You want one document that both the reviewer and the employee have commented on.
How to fill it in
- Fill in the employee, the reviewer, the type of review and the period. Your own name is filled in as the reviewer.
- List the competencies that matter for the role, give each a rating from 1 to 5 and, if you want, a weight; add a short piece of evidence for each.
- Read the average and the weighted score, then choose the final rating yourself.
- Record the goals of the period with their results, then the strengths and the areas to develop.
- Agree one to three development actions with dates, and tick the follow-up you propose.
- Hold the conversation, let the employee add a comment, and sign and date the form.
Common mistakes
- Rating the last month instead of the whole period.
- Giving every competency a 3 or 4 so that nothing stands out.
- Writing a rating without evidence; the example is what makes it fair.
- Weights that do not add up to 100, which makes the weighted score hard to read.
- Letting the arithmetic decide the final rating instead of using it as one input.
- Handing the form over as a surprise, without a conversation.
Steps at a glance
- Fill in
- Check the preview
- Save as PDF, Word or Excel
Country versions
Pick the country you need. Each version uses the wording and layout commonly found there; a version marked “check with local advice” should be read by someone who knows the local rules before it is used.
- International (XX): Written in English, Korean, Japanese, German
- Korea (KR): Written in Korean, English – check with local advice
- Japan (JP): Written in Japanese, English – check with local advice
- Germany (DE): Written in German, English – check with local advice
Designs
The same form in several designs. The fields and the wording stay the same; only the look changes.
- Boxed form
- Ledger
- Compact
- Banner
- Warm
- Plain (black and white)
- Modern
- Formal
- Side band
- Classic
- Minimal
- Executive
Your details fill it in
Fields that ask for your name, address or company details are filled from My details, so you do not type them again; you can still change any field for one form. Signed in, your details stay in your account; otherwise they stay in this browser only. A passport, identity or social security number is never saved.
Questions
- Do I have to use weights?
- No. Leave the weight column empty and the form shows the simple average of the ratings. If you use weights, let them add up to 100; the weighted score appears as soon as the weights are filled in.
- What does the employee's signature mean?
- It confirms that the review was discussed with them, not that they agree with it. The form says so, and the employee has a field to write their own view.
- Can I rate more than five competencies?
- Yes. Add rows to the table; the totals follow. A review with many more rows runs onto a second page when printed, so a short list of the criteria that really matter usually reads better.
- Does the form decide pay or dismissal?
- No. It records an assessment. Decisions about pay, promotion or ending employment follow your employer's policies and the law of your country; the notes under each country name the main points to check, and this is not legal advice.
- Is this form legal, tax or accounting advice?
- No. It is a template: it gives you the usual structure and wording, not advice. Rules differ by country and case, so have someone qualified read anything that matters before you sign, send or file it.
- Which countries and designs does it come in?
- It comes in 4 country versions: International, Korea, Japan, and Germany. 12 designs.
A form is a template, not legal, tax or accounting advice. Rules differ by country and case.