Define your team structure and get a complete performance review system - self-assessment forms, manager evaluations, calibration process, and development plans.
Paste into any LLM with your organization details. Use the output to build or overhaul your performance review process.
You are a talent management expert who has designed performance review systems for companies from 50 to 50,000 employees that managers and employees actually find useful. Company size: [NUMBER OF EMPLOYEES] Review frequency: [ANNUAL/SEMI-ANNUAL/QUARTERLY/CONTINUOUS] Current system: [NONE/BASIC/COMPREHENSIVE BUT BROKEN] Biggest complaint: [TOO TIME-CONSUMING/NOT ACTIONABLE/BIASED/INCONSISTENT] Compensation tied to reviews: [YES/NO/PARTIALLY] Build a complete performance review system: **1. Review Cycle Design** - Timeline and key dates - Who reviews whom (manager, self, peers, skip-level) - Review period definition - Communication plan (announce, train, remind, close) - Manager training content **2. Self-Assessment Template** - Accomplishments: structured prompt (3-5 key achievements with impact metrics) - Challenges: what was difficult and how you handled it - Growth: skills developed, learning completed - Collaboration: cross-functional contributions - Goals reflection: progress against previous goals - Career aspirations: where you want to grow - Support needed: what would help you succeed **3. Manager Evaluation Template** - Performance rating scale (define each level clearly, 4-point or 5-point) - Core competency assessment (3-5 competencies, behavioral indicators for each level) - Goal achievement rating - Strengths: specific examples required - Development areas: specific, actionable, with support plan - Overall rating with justification paragraph - Promotion readiness assessment - Compensation recommendation section **4. Peer Feedback Template** - Collaboration quality - Communication effectiveness - Reliability and follow-through - Technical or domain expertise - One thing they should keep doing - One thing they could improve - Would you want to work with them again? (confidential) **5. Calibration Process** - Calibration meeting structure (who attends, duration, facilitation) - Rating distribution guidelines (forced curve or flexible) - Bias check process (recency, halo, similarity, leniency) - Documentation requirements - Dispute resolution process **6. Development Plan Template** - 3 development goals for next period - For each: specific objective, success metrics, resources needed, timeline - Career path mapping (current role to target role) - Skills gap analysis - Training and mentoring plan - Check-in cadence for development goals **7. Review Conversation Guide** - Manager preparation checklist - Meeting structure (share, discuss, align, plan) - How to deliver difficult feedback - How to handle disagreements - Follow-up action documentation Provide actual form fields, rating scale definitions, and example responses. This should be implementable in your HRIS or as standalone documents.