This is a usable performance review template for CPOs, People leaders and managers. It follows the method in the Performance Management Playbook: three lenses (deliverables, skills and culture), yes or no scorecard statements, a five-level grade, evidence notes and calibration notes. It is the working version of the template outline in the performance management framework. New to the method? Start with the 5-step performance management framework and diagram. The detailed playbooks come from QuantumLight; Ash did not author them.
How to use the template
- Pick two critical job families. Write their talent bar and scorecards first, run one cycle, then extend (the playbook’s own tip).
- Pre-fill the header (employee, role, seniority level, review period, reviewer) so every review is judged against the bar for that level.
- Managers answer yes or no to each statement and add a one-line evidence note. Same questions for everyone limits manager bias.
- Convert to a grade on the five-level scale, then send to calibration.
- Feed the result into the next 1:1 after leadership approves it.
The people, scores and notes below are illustrative examples written for this page. They are not real employee data or benchmarks.
Rating scale
The playbook converts the scorecard result into a numeric score and then a grade on a five-level scale. The thresholds are yours to set for your company. The example below shows the style of the criteria for deliverables. See employee performance rating scales explained for more on writing the levels.
| Grade | Deliverables: speed | Deliverables: quality | Deliverables: complexity |
|---|---|---|---|
| Poor | Usually delivers late and misses important deadlines | Output quality is unacceptably low | Only routine tasks done many times before |
| Basic | Usually on time, rarely misses deadlines | Acceptable standard, sometimes needs several iterations | Mix of standard and non-standard tasks |
| Intermediate | Always meets deadlines, often beats them | High standard, typically one iteration | Many non-standard tasks with few comparisons |
| Advanced | Very fast, habitually beats deadlines | Always one iteration, exceptionally high standard | Highly complex tasks with little precedent |
| Exceptional | Identifies important targets, beats deadlines by huge margins | Links any task to the business vision and designs the process to execute it | Exceptionally difficult work that needs radically new processes |
The template
Copy the template into a spreadsheet or form tool, one copy per employee per review period. It has eight sections: Header, Goals, Deliverables scorecard, Skills scorecard, Culture scorecard, Calculated grade, Calibration notes and Outcome and next step.
The full template shows what to write in each section and who fills it in, followed by guidance for the goals and evidence sections, a filled-in worked example for a fictional Mid-level analyst and worked calibration notes. It is free with your work email.
Related guides
Performance management framework: scorecards, talent bar and calibration · how to run a performance calibration meeting · employee performance rating scales explained · performance management software buyer’s guide · Publish a talent bar by seniority · People Performance Playbook home
Free tools: estimate what your review cycle costs with the performance review cost calculator, or see if your HRIS is holding performance back with the HRIS switch checker.
FAQ
What should a performance review template include?
The playbook’s template has a header (employee, role, seniority level, review period, reviewer), a deliverables scorecard, a skills scorecard, a culture scorecard, a calculated grade, calibration notes, and an outcome and next step. This page adds a goals section and an evidence note for every answer.
How do I rate performance in the template?
Managers answer yes or no to scorecard statements about observable behaviour. The result becomes a numeric score and then a grade on a five-level scale: Poor, Basic, Intermediate, Advanced, Exceptional. You set the score thresholds for your company.
What goes in the calibration notes?
Any adjustment to a grade, the reason for it, and flags for missing evidence, generous grading or unexplained jumps. Senior leadership reviews and approves the final grades.
Are the worked examples real data?
No. The employee, goals and scores are illustrative and were written for this page. Only the method and criteria come from the Performance Management Playbook.
Can I get the full playbook?
Yes. The full Performance Management Playbook PDF is free with your name and work email via the form linked on this page. The guidance on this page is readable without a form; the full template, worked example and calibration notes are free with your work email.