HR

Annual Employee Performance Review Template

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Annual Employee

Performance Review Template

Prepared For:

[Employee First Name][Employee Last Name]

[Employee Title][Employee Company]
Prepared By:

[Reviewer First Name][Reviewer.LastName]

[Reviewer Title][Reviewer Company]

Employee Name: [Employee First Name][Employee Last Name]
Employee Title: [Employee Title]
Reviewer Name: [Reviewer First Name]
[Reviewer.LastName]
Reviewer Title: [Reviewer Title]
Employee Department : [Employee Department]
Today's Date :
Select date*
Date of Last Review :
Select date*
Use the following job description as the foundation for this Employee Performance Review:

The employee goals outlined at the beginning of the review period served as the criteria for this evaluation. (These examples can be customized to better suit your business needs.)

  • Increase daily customer call volume by 15%.
  • Reduce the number of supervisor-involved incidents by 25%.
  • Boost customer review submissions by requesting feedback at the end of each call.
  • Train at least five new employees.
  • Maintain an attendance rate of 95% or higher.
  • Lower total per diem expenses by 5%.

Rating definitions for this employee performance review

The following rating scale has been applied to deliver detailed feedback for [Employee First Name][Employee Last Name] regarding key responsibilities and performance areas within their role:

5

FAR EXCEEDS
The employee consistently exceeds expectations, demonstrating exceptional skill, expertise, and initiative across all responsibilities. They make significant, impactful contributions to the organization and continually add meaningful value to their department.

4

FAR MOST
The employee consistently surpasses most job requirements and management expectations. They deliver high-quality results, even on challenging or complex tasks, and remain aligned with the broader goals of their department.

3

MEETS ALL
The employee consistently meets performance expectations within their role. They reliably achieve assigned objectives and are recognized as someone who completes tasks efficiently and manages priorities well.

2

NEEDS IMPROVEMENT/ PERFORMANCE IN DEVELOPMENT
The employee is progressing toward full proficiency. Their performance meets expectations in some areas, and they generally complete assigned tasks, though not always on time or at the desired quality level. Additional development may be needed. This rating may also be appropriate for new employees who are still becoming familiar with their responsibilities.
They may benefit from clearer guidance, more structured feedback, or additional practice to strengthen their understanding of job requirements. This rating is also suitable for newer employees who are still adjusting to their responsibilities and building the skills necessary to perform independently and effectively.

1

UNSATISFACTORY
The Employee's performance fails to meet requirements. Serious performance deficiencies exist. Significant, immediate, and sustained improvement is required if employment is to continue.

Employee performance review factors

JOB KNOWLEDGE
Demonstrates the necessary skills and capabilities to complete assigned tasks. Shows a solid understanding of relevant systems and processes and effectively applies the technical or administrative knowledge required for the role.
RATINGS: 4
Comments:

WORK RESULTS/QUALITY
Completes assigned tasks on schedule while consistently meeting quality and productivity standards. Demonstrates accuracy, attention to detail, and overall thoroughness in their work.
RATINGS: 4
Comments: Consistently arrives on time for work, meetings, and conferences.

WORK HABITS/METHODS
Creates effective plans and timelines to achieve objectives. Utilizes resources, time, and organizational skills efficiently, with strong attention to detail. Adapts well to shifting workloads, priorities, and assignments. Maintains reliable and consistent attendance.
RATINGS: 4
Comments:

CUSTOMER FOCUS
Understands the customer, their needs, and their expectations. Actively seeks customer feedback and keeps them informed throughout the process. Prioritizes meeting customer requirements above all else. Collaborates effectively with colleagues to achieve team goals, demonstrating respect for others’ perspectives while clearly expressing their own. Builds and maintains positive working relationships.
RATINGS: 3
Comments: Needs to focus on strengthening and sustaining professional relationships.
COMMUNICATION
Communicates effectively by keeping the appropriate individuals informed. Listens actively and considers diverse perspectives. Clearly conveys ideas and information in both verbal and written communication.
RATINGS: 5
Comments: Frequently contributes new ideas during meetings and project discussions.
BUSINESS CONDUCT
Takes ownership of performance goals and commitments, consistently upholding high professional and ethical standards.
RATINGS: 4
Comments:

OVERALL RATING:

Based on the employee’s performance, highlight and summarize their most significant achievements and describe how these outcomes impacted your overall evaluation of the employee: (Enter value)

Suggested areas of improvement

Recommended areas for improvement have been organized into Objectives and Key Results (OKRs) to set measurable goals, along with Key Performance Indicators (KPIs) and target metrics to track progress.

(Examples of OKRs and KPIs are provided below, but they should be customized to align with your business and the individual employee.)

Objectives and key results

  • Reduce or limit personal calls during work hours to maximize the number of customer-facing interactions.
  • Enhance email response times to within one business day to foster more positive customer experiences.

Goals for next review period

(These goals are provided as examples and can be adjusted to best fit your business needs.)

  • Increase the average number of customer service calls per hour by 5% until reaching a target of six calls per hour.
  • Limit the number of service calls exceeding ten minutes to fewer than five per day.
  • Complete all eight customer service training modules prior to the next performance review.
  • Develop conflict management skills to progressively reduce and ultimately eliminate confrontations with colleagues between performance review periods.

Employee Comments

The employee wishes to discuss the following items with their next-level supervisor:
Yes OR No
The employee wishes to discuss the following matters with HR:
Yes OR No

Approval

The employee’s signature does not signify agreement or disagreement with the summary. It confirms that the reviewer has discussed the summary with the employee.
Click to sign
SENDER
Select date*
[Employee First Name][Employee Last Name]
[Employee Title][Employee Department]
[Employee Company]
Click to sign
SENDER
Select date*
[Reviewer First Name][Reviewer.LastName]
[Reviewer Title][Reviewer Company]
Click to sign
SENDER
Select date*
[HR First Name][HR Last Name]
[HR Title][HR Company]

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Evoke Strategy
Uffizio
Charge&Go
Aktiv
Story99
Scribd
Prolexity
Hero
Accenture
Vyapar
Storyboard Films
Infosys
TCS
FinoWorks Technologies
Growlity

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