A look inside the workbook
What it is and what it is for
A performance review compares work with agreed expectations, identifies barriers and guides the next period. The template separates results, behaviours and development. A weighted objective score appears only when weights total 100% and every defined objective has a manager rating and evidence.
Who uses it and when
The employee prepares their perspective; the manager provides evidence and leads the discussion; HR helps teams use consistent criteria.
Suggestion: semiannual reviews with monthly or quarterly conversations. An annual review alone is too late to address many problems. Match the cadence to the work.
How to use the template
- 1.Agree goals, measures, targets and behaviours before the period. Assign objective weights totalling 100%.
- 2.Gather self and manager assessments on the same scale. Record facts and context, including resources and changed priorities.
- 3.Calibrate the meaning of ratings across managers. Avoid comparing absolute results from different roles or contexts.
- 4.Discuss agreements and differences. Record the employee perspective and choose specific actions with support, owners and dates.
Data access and limitations
Share only with the employee, manager and authorised HR. The objective average does not automatically combine behaviours or decide pay. This template does not replace legal processes or individual judgement.
Common questions
Can I change weights?
Yes. Objective weights must total 100%. Agree changed expectations during the period and record why, rather than changing criteria after seeing results.
What does the 1–5 scale mean?
1 well below; 2 partially meets; 3 meets; 4 exceeds; 5 sustainably exceeds. These labels need role-specific examples before reviews begin.
References and use
These are practical People by Design resources. Suggested cadences and quantities are starting points, not universal standards. References consulted on 16 October 2026:
Adapt the workbook for internal use in your organisation. Preserve the source attribution. Avoid unnecessary personal data.
From template to implementation
If your challenge needs shared criteria, manager alignment and use in everyday routines, explore our work in this area.
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