Performance Evaluation Forms

Performance Appraisal Form –Performance appraisals are not just about ratings — they’re about growth, feedback, and future planning. To help HR professionals streamline this process, I’m sharing a comprehensive Performance Appraisal Form that covers: ✔️ Employee self-evaluation ✔️ Supervisor & HOD ratings ✔️ Clear scoring standards (Outstanding → Unsatisfactory) ✔️ Key factors like job knowledge, leadership, communication, problem-solving, etc. ✔️ HR-focused metrics (attendance, achievements, improvement, etc.) ✔️ Structured comments & development planning This template is practical, easy to customize, and ensures both fairness and clarity in evaluations. Let’s make performance reviews more meaningful and employee-focused! 🚀 #HR #PerformanceAppraisal #EmployeeGrowth #HRCommunity #PerformanceManagement

𝗡𝗼 𝗠𝗼𝗿𝗲 𝗚𝘂𝗲𝘀𝘀𝘄𝗼𝗿𝗸: 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗥𝗲𝘃𝗶𝗲𝘄𝘀 𝗧𝗵𝗮𝘁 𝗙𝗼𝘀𝘁𝗲𝗿 𝗚𝗿𝗼𝘄𝘁𝗵 🧿 Are your performance evaluations causing more confusion than clarity? It’s a common problem. Without standardized metrics, employees feel undervalued and leaders struggle to give clear feedback, hindering career development and slowing organizational growth. Ignoring this leads to dissatisfaction and high turnover, damaging both individual careers and your company’s innovation. Here’s a solid plan to fix this: Implement an Annual Performance Criteria Review. Make it effective with these steps: 💥 Set Clear Objectives: Align metrics with your company’s goals and industry standards to ensure evaluations are relevant and fair. 💥 Involve Stakeholders: Get input from managers, team leaders, and employees to tailor criteria across different roles. 💥 Hold Structured Meetings: Review and update performance criteria annually or when major business changes occur. 💥 Use Industry Benchmarks: Keep your metrics competitive by aligning with external standards. 💥 Train Managers: Ensure leaders are skilled in applying these metrics effectively. With this approach, you’ll create fairer evaluations, improve motivation, and drive your company forward. How do you ensure your performance evaluations are clear and fair? Let’s share strategies! 🔽 #innovation #management #engagement #humanresources #leadership #organizationalstrategy

We all deserve useful performance feedback, but not every company offers it consistently. That's where my concept of "minimum viable perf" comes in: taking ownership of your performance narrative. This is a customizable framework for self-evaluation—I'll link to an example set up for a product manager at a startup in the comments below. 𝗛𝗼𝘄 𝗜𝘁 𝗪𝗼𝗿𝗸𝘀 1/ Sections reflect your scope: I've divided it into execution, strategy, peer leadership, management, and company leadership. 2/ Simple scale: Instead of an arbitrary 5-point scale, I use "does not meet", "meets with support", "meets independently", and "exceeds". Stolen from my kids' elementary school report cards, this much more clearly illustrates our professional growth path. 3/ Calibration: Expectations are tricky at first, but most people will fall into one of the "meets expectations" categories for almost of their ratings. 4/ Customize the heuristics: Rewrite the examples to match your roles and responsibilities. 5/ Don't speed through the written bits: I challenge you to write down "evidence for your score" and "growth edges" for each rating. To be most useful, you should be as specific as possible. What are you doing? What do you want to be doing? 𝗚𝗲𝘁𝘁𝗶𝗻𝗴 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 Once you've completed your self-evaluation, ask your manager or peer for their input. Do their expectations differ from yours? How do they perceive your performance? Finally, read through all the feedback, yours and your managers, and set some goals. I like the "start/stop/continue" framework and find it helpful to clarify (a) how you'll know if you're successful and (b) the timeframe you're giving yourself to improve. Remember: Performance feedback is a team skill between you and your manager. Expect it to be time-consuming, awkward, and uncomfortable initially, but it will quickly improve with practice. I'm working on a longer piece, but I wanted to get this out as quickly as possible. I very much appreciate your feedback. And if anyone wants to use this themselves, please let me know, and I'd love to be helpful.

✨ New resource: a PM Performance Evaluation template Throughout my 15+ years as a PM, I’ve consistently felt that ladder-based PM performance evaluations seem broken, but I couldn’t quite find the words to describe why. Early on in my PM career, I was actually part of the problem — I happily created or co-created elaborate PM ladders in spreadsheets, calling out all sorts of nuances between what “Product Quality focus” looks like at the PM3 level vs. at the Sr. PM level. (looking back, it was a non-trivial amount of nonsense — and having seen several dozens of ladder spreadsheets at this point, I can confidently say this is the case for >90% of such ladder spreadsheets) So that led me to develop the Insight-Execution-Impact framework for PM Performance Evaluations, which you can see in the picture below. I then used this framework informally to guide performance conversations and performance feedback for PMs on my team at Stripe — and I have also shared this with a dozen founders who’ve adapted it for their own performance evaluations as they have established more formal performance systems at their startups. And now, you can access this framework as an easy to update & copy Coda doc (link in the comments). How to use this template as a manager? In a small company that hasn’t yet created the standard mess of elaborate spreadsheet-based career ladders, you might consider adopting this template as your standard way of evaluating and communication PM performance (and you can marry it with other sane frameworks such as PSHE by Shishir Mehrotra to decide when to promote a given PM to the next level e.g. GPM vs. Director vs. VP). In a larger company that already has a lot of legacy, habits, and tools around career ladders & perf, you might not be able to wholesale replace your existing system & tools like Workday. That is fine. If this framework resonates with you, I’d still recommend that you use it to actually have meaningful conversations with your team members around planning what to expect over the next 3 / 6 / 9 months and also to provide more meaningful context on their performance & rating. When I was at Stripe, we used Workday as our performance review tool, but I first wrote my feedback in the form of Insight - Execution - Impact (privately) and then pasted the relevant parts of my write-up into Workday. So that’s it from me. Again, the link to the template is in the comments. And if you want more of your colleagues to see the light, there’s even a video in that doc, in which I explain the problem and the core framework in more detail. I hope this is useful.

Disclaimer: Long post on performance reviews I put a lot of time and effort on performance reviews. I’m going to share how I do them at Rippling, so you can (hopefully) apply some of it. 1️⃣ Before we start, these are the Must haves to achieve successful reviews:  ✍️ A rubric. You won’t be able to assess people (or yourself) without one. You can probably reuse engineering career ladders with a few adjustments for the security engineering org to capture well project and operational work.   👫 Safe environment. It’s not possible to have discussions about anyone's career without trust. There will be situations where there is disagreement, so having both manager and report comfortably pushing back is key to achieve a positive outcome.  💫 Desire. Career conversations are difficult at times, you and your report need to be bought in and committed. I’ve been in conversations where my report wasn’t engaged and didn’t feel strongly about the need for performance reviews. Unsurprisingly, the conversations didn’t go well and they created more division between me and my report. Before you have career conversations, you need to make sure your reports want to have that discussion. 2️⃣ How I do performance reviews:  📆 Cadence: I set up a one hour block with my report every 8 weeks to add the evidence they’ve collected over the last 8 weeks to each one of the sections of the career ladder.  👷 Preparation: I ask my report to add the evidence beforehand to the career ladder spreadsheet, so we can have discussions on the things achieved and where that puts them. The first few times, I also allocate time to prepare for this meeting, so I can contribute from my perspective.  🧑🏫 How do I rate: For each of the sections on the career ladder, we use 3 colors: Purple (No evidence), Yellow (In progress, need to gather more evidence), Green (Is consistently delivering on this area). Depending on the evidence gathered over time we’d color each one of the sections accordingly. See image attached. The goal of performance reviews is also to see progression over time, that is, trending to green.  🏅 Performance assessment: Based on the time the person has been on the role + the colours and evidence added to the career ladder rubric, you can assess a person in an fairly unbiased manner. In addition, you already have gathered evidence over time to discuss with senior leaders how each one of your reports is performing and what is the evidence you have to back your claims.