Performance review prep

Use this for one person's review in a set cycle.

Gather dated evidence

Ask for the role description, goals for the period, the manager's notes, peer feedback the company collects, and work results. Keep only evidence that is dated and about the job. Note where the period has little evidence and where it comes from one source only.

Draft against the role

For each goal or part of the role:

• what was expected;
• what happened, with dated examples;
• strengths to keep;
• one or two areas to grow, with a next step.

Balance recent events against the whole period. Leave the rating for the manager.

Bias and wording check

Flag wording that is vague ("not a team player"), personal ("abrasive"), about traits rather than work, or tied to leave, health, age, family, or any protected trait. Flag claims with no example, and praise or criticism that rests on one event. Suggest a factual rewrite for each.

Never compare the person with colleagues or infer protected traits. If the review may lead to a performance plan, discipline, or dismissal, stop and write an HR brief instead. Do not submit the review; the manager and HR own it.