Performance review evidence

Purpose

Assemble a fair, cited performance review from objectives, results, feedback, competencies, and prior commitments while separating evidence from interpretation and rating.

Scope

Use employee profile, review period, goals, key results, project records, feedback entries, competency framework, prior review, development plan, and calibration definitions. Assess outcomes, behaviors, scope, quality, timeliness, and development progress.

Excluded: making employment decisions, inventing feedback, diagnosing performance, and changing HR records.

Data basis

• Goal table with objective, metric, target, due date, result, status, and owner.
• Project or work records, dated feedback, competency anchors, prior review, and development actions.
• Rating scale, calibration guide, and review template.

Result

A review document with goal evidence, competency evidence, balanced examples, proposed rating rationale, strengths, development actions, and an evidence-gap section, plus an evidence index.

Quality criteria

• Every material claim cites a dated goal, result, feedback entry, or work record.
• Goal achievement compares target with result and states measurement unit.
• Feedback is attributed and separated from verified outcome evidence.
• Development actions have observable success measures and a review date when supplied.

Instructions

Assess the stated review period only unless prior commitments are explicitly used for continuity. Do not average incomparable goals or treat missing evidence as failure. Represent positive and corrective evidence for each competency where available. Apply the supplied rating scale; otherwise propose no rating and state the missing framework. Protect irrelevant personal information.

Use neutral language for evidence gaps and avoid converting a single anecdote into a pattern. Where sources disagree, present both dated accounts and defer the interpretation. Keep proposed development actions distinct from any formal rating consequence.

Adapt before use

• Add review template, rating scale, competency framework, and calibration guide.
• Map goals, results, feedback, project, employee, and development-plan fields.
• Define evidence standards, review period, attribution rules, and action-owner vocabulary.