Performance Review Form Template
Conduct meaningful performance reviews with structured feedback. Combine self-assessments with manager evaluations to guide employee development and career growth.
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What is a Performance Review Form?
A performance review form provides structured feedback on employee performance over a specific period. It combines quantitative ratings (goal achievement, skills) with qualitative feedback (strengths, development areas) to create a comprehensive assessment.
Effective performance reviews document accomplishments, identify skill gaps, and align expectations for future growth. They create accountability while providing constructive feedback that helps employees improve and advance their careers.
Regular reviews (quarterly or annual) maintain alignment between employee performance and organizational goals. They also create documentation for HR decisions around promotion, compensation, and development opportunities.
Key Features
Self-Assessment
Employees reflect on their own performance, fostering self-awareness and engagement
Skill Ratings
Evaluate technical skills, communication, teamwork, and leadership on consistent scales
Goal Tracking
Assess achievement of prior goals and define new objectives for next period
Strengths & Development Areas
Captures specific positive feedback and concrete improvement opportunities
Feedback Documentation
Creates permanent record of feedback for HR files and promotion decisions
Career Development
Includes sections for training needs and career path discussions
Why Use This Template?
Clear Performance Expectations
Structured format ensures consistent evaluation criteria across all employees
Employee Development
Documented feedback guides training and coaching for skill improvement
Legal Protection
Written records support promotion, compensation, and termination decisions
Engagement & Retention
Regular constructive feedback makes employees feel valued and heard
What's Included in This Template
Employee Name & ID
textIdentifies the employee being reviewed for HR records
Review Period
dateDocuments when the evaluation covers for annual, quarterly, or project-based reviews
Overall Performance Rating
radioSummarizes performance on standard scale (Exceeds/Meets/Below Expectations)
Technical Skills Rating
radioEvaluates job-specific technical competency independent of soft skills
Key Strengths
textareaDocuments accomplishments and positive qualities for recognition
Areas for Development
textareaIdentifies improvement opportunities with actionable suggestions
Goals for Next Period
textareaEstablishes clear objectives and accountability measures
Training & Development Needs
checkboxIdentifies skills gaps requiring coaching, courses, or mentoring
Perfect For
Annual Reviews
Comprehensive year-end performance assessment combining self-review with manager feedback. Creates documentation for compensation decisions and career advancement.
Quarterly Check-ins
Lighter version for frequent touchpoints. Track goal progress quarterly without heavy documentation, improving agility and real-time feedback.
360 Feedback Programs
Collect peer and manager feedback in addition to self-assessment. Multiple perspectives reveal blind spots and reinforce strengths.
Promotion & Merit Planning
Documented performance reviews inform promotion eligibility and merit increase decisions. Create objective record supporting HR decisions.
Frequently Asked Questions
How often should I conduct performance reviews?
Annual reviews are standard, but best practice includes quarterly check-ins for more frequent feedback. New employees benefit from 30-60-90 day reviews. Avoid reviews less than annually as feedback loses effectiveness.
What rating scale should I use?
Common scales: 5-point (Exceeds/Meets/Below Expectations plus two intermediate levels), 3-point (Exceeds/Meets/Below), or numerical (1-5). Consistency matters more than scale choice. Document what each level means to ensure fairness.
Should employees do self-assessments?
Yes - self-assessments increase engagement and provide valuable perspective. Employees often rate themselves lower than managers, which helps calibrate expectations. Self-assessments also improve accountability.
How do I ensure fair and unbiased reviews?
Use the same rating scale for all employees, document specific examples, focus on behaviors not personality, and avoid comparing employees directly. Training managers on bias helps, as does reviewing ratings for consistency across teams.
How do I use performance reviews for promotions?
Consistently high ratings across multiple review periods indicate readiness. Promotions should align with demonstrated skills, career goals discussed in reviews, and role requirements. Document promotion criteria in advance to ensure fairness.
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