Table of Contents
Download the full pack
All 25 templates are available as editable documents. Contact TraineryHCM to download the complete set formatted for immediate use.
What Every Performance Review Template Must Include
Before getting to role-specific templates, every performance review template should include these five elements regardless of role:
- Goal and OKR achievement: how did the employee perform against the goals set at the beginning of the review period? This section should reference specific OKRs or goals, not just general impressions.
- Core competency ratings: a set of competencies relevant to the role, rated on a consistent scale. Standard competencies include: communication, collaboration, problem-solving, quality of work, and initiative.
- Strengths section: 2 to 3 specific behavioral examples of what the employee did exceptionally well. Not general praise. Specific examples with context.
- Development areas: 1 to 2 areas where the employee can grow. Framed as development opportunities, not deficiencies. Include a specific suggestion for how to address each area.
- Goals for next period: 2 to 3 SMART goals or OKRs for the next review cycle. Set collaboratively with the employee, not handed down by the manager.
Manager and Leadership Review Template
Template: Manager Review Employee Name: Review Period: Department: Manager's Manager: SECTION 1: GOAL AND OKR ACHIEVEMENT List the employee's stated goals or OKRs for this period: [Goal 1:] [Achievement score or outcome:] [Goal 2:] [Achievement score or outcome:] [Goal 3:] [Achievement score or outcome:] SECTION 2: LEADERSHIP COMPETENCY RATINGS [Scale: 1=Below | 2=Developing | 3=Meets | 4=Exceeds | 5=Outstanding] Team development and coaching: [1][2][3][4][5] Decision-making under ambiguity: [1][2][3][4][5] Communication (upward and downward): [1][2][3][4][5] Cross-functional collaboration: [1][2][3][4][5] Strategic thinking and execution: [1][2][3][4][5] SECTION 3: STRENGTHS (2 to 3 specific behavioral examples) [Example 1:] [Example 2:] SECTION 4: DEVELOPMENT AREAS [Area 1 + specific suggestion:] [Area 2 + specific suggestion:] SECTION 5: GOALS FOR NEXT PERIOD [Goal 1:] [Goal 2:] [Goal 3:] OVERALL RATING: [1][2][3][4][5] ADDITIONAL COMMENTS:
Software Engineer Review Template
Template: Software Engineer Review Employee Name: Review Period: Team: Engineering Level: (L1/L2/L3/L4/L5) SECTION 1: TECHNICAL DELIVERY Projects and deliverables completed this period: [Project 1:] [On time? Quality assessment:] [Project 2:] [On time? Quality assessment:] SECTION 2: TECHNICAL COMPETENCY RATINGS [Scale: 1=Below | 2=Developing | 3=Meets | 4=Exceeds | 5=Outstanding] Code quality and best practices: [1][2][3][4][5] System design and architecture thinking: [1][2][3][4][5] Debugging and problem-solving: [1][2][3][4][5] Documentation and knowledge sharing: [1][2][3][4][5] Collaboration and code review quality: [1][2][3][4][5] SECTION 3: IMPACT AND OUTCOMES What business or product outcomes did this engineer's work produce? [Outcome 1:] [Outcome 2:] SECTION 4: STRENGTHS [Behavioral example 1:] [Behavioral example 2:] SECTION 5: DEVELOPMENT AREAS [Area 1 + suggested action:] SECTION 6: GOALS FOR NEXT PERIOD [Technical goal:] [Collaboration or growth goal:] OVERALL RATING: [1][2][3][4][5]
Sales Representative Review Template
Template: Sales Representative Review Employee Name: Review Period: Territory / Segment: Quota: SECTION 1: QUOTA AND PIPELINE PERFORMANCE Quota attainment this period: [ ]% Deals closed: [$ ] total ACV Pipeline generated: [$ ] Average deal size vs target: [$ ] actual vs [$ ] target SECTION 2: SALES COMPETENCY RATINGS [Scale: 1=Below | 2=Developing | 3=Meets | 4=Exceeds | 5=Outstanding] Prospecting and pipeline generation: [1][2][3][4][5] Discovery and needs assessment: [1][2][3][4][5] Demonstration and value communication: [1][2][3][4][5] Negotiation and closing: [1][2][3][4][5] CRM hygiene and forecasting accuracy: [1][2][3][4][5] SECTION 3: STRENGTHS [Specific deal or behavioral example 1:] [Specific deal or behavioral example 2:] SECTION 4: DEVELOPMENT AREAS [Area 1 + coaching suggestion:] SECTION 5: GOALS FOR NEXT PERIOD [Revenue goal:] [Skill development goal:] OVERALL RATING: [1][2][3][4][5]
Customer Success Review Template
Template: Customer Success Review Employee Name: Review Period: Book of Business Size: NRR Target: SECTION 1: RETENTION AND EXPANSION PERFORMANCE Net Revenue Retention (NRR): [ ]% Churn prevented (ARR saved): [$ ] Expansion revenue generated: [$ ] QBR completion rate: [ ]% SECTION 2: CS COMPETENCY RATINGS [Scale: 1=Below | 2=Developing | 3=Meets | 4=Exceeds | 5=Outstanding] Customer relationship management: [1][2][3][4][5] Product knowledge and enablement: [1][2][3][4][5] Escalation handling: [1][2][3][4][5] Renewal and expansion execution: [1][2][3][4][5] Internal collaboration (sales, product): [1][2][3][4][5] SECTION 3: STRENGTHS [Specific customer or account example 1:] [Specific customer or account example 2:] SECTION 4: DEVELOPMENT AREAS [Area 1 + suggested action:] SECTION 5: GOALS FOR NEXT PERIOD [Retention or expansion goal:] [Development goal:] OVERALL RATING: [1][2][3][4][5]
Self-Assessment Template
Template: Employee Self-Assessment Employee Name: Review Period: Role: Department: SECTION 1: GOAL ACHIEVEMENT For each goal set at the beginning of this period, rate your progress and explain: [Goal 1:] [Self-rating: 1-5] [What I achieved:] [What I would do differently:] [Goal 2:] [Self-rating: 1-5] [What I achieved:] [What I would do differently:] SECTION 2: CONTRIBUTIONS AND IMPACT What are you most proud of from this review period? [Response:] What impact did your work have on your team or the business? [Response:] SECTION 3: CHALLENGES AND LEARNING What was most challenging this period, and what did you learn from it? [Response:] SECTION 4: DEVELOPMENT GOALS What skills or capabilities do you want to develop in the next period? [Goal 1:] [How you plan to develop it:] [Goal 2:] [How you plan to develop it:] SECTION 5: SUPPORT NEEDED What support from your manager or the organization would help you be more effective? [Response:]
360-Degree Review Template
Template: 360-Degree Review (for Peer or Direct Report Completion)Reviewee Name: Reviewer Relationship: (Peer / Direct Report / Cross-functional) Review Period: Your Name (optional, anonymity setting may apply): SECTION 1: COLLABORATION AND COMMUNICATION How effectively does this person communicate and collaborate with you and others? [Scale: 1=Rarely | 2=Sometimes | 3=Usually | 4=Consistently | 5=Exceptionally] Rating: [1][2][3][4][5] Specific example (required for ratings of 1-2 or 5): [Example:] SECTION 2: RELIABILITY AND FOLLOW-THROUGH How reliably does this person do what they say they will do? [Scale: 1=Rarely | 2=Sometimes | 3=Usually | 4=Consistently | 5=Exceptionally] Rating: [1][2][3][4][5] Specific example: [Example:] SECTION 3: IMPACT ON TEAM What does this person do that makes the team more effective? [Response:] SECTION 4: DEVELOPMENT SUGGESTION What is one thing this person could change or develop that would make them more effective? [Response:]
Note to writer: add templates for HR Professional, Marketing Team, Entry-Level Employee, and any remaining role types to reach the full 25 template count. Follow the same format as the templates above. Each template must have at least 5 sections: Goal Achievement, Competency Ratings (role-specific), Strengths, Development Areas, and Goals for Next Period.
Quick Takeaways: 25 Performance Review Templates
25 performance review templates for every role: manager, software engineer, sales representative, customer success, HR professional, marketing, entry-level employee, self-assessment, and 360-degree review. Every template includes review sections, rating criteria, and example language. Copy, customize, and use today.
Performance review templates save managers time. More importantly, they create consistency. When every manager uses the same structure, calibration sessions are faster, employees experience a fairer process, and HR has documentation that holds up under scrutiny. The templates below are organized by role type. Each includes the sections your template needs, the rating criteria to use, and example written language so managers are not staring at a blank text box when the review window opens.
Download the full pack
All 25 templates are available as editable documents. Contact TraineryHCM to download the complete set formatted for immediate use.
What Every Performance Review Template Must Include
Before getting to role-specific templates, every performance review template should include these five elements regardless of role:
- Goal and OKR achievement: how did the employee perform against the goals set at the beginning of the review period? This section should reference specific OKRs or goals, not just general impressions.
- Core competency ratings: a set of competencies relevant to the role, rated on a consistent scale. Standard competencies include: communication, collaboration, problem-solving, quality of work, and initiative.
- Strengths section: 2 to 3 specific behavioral examples of what the employee did exceptionally well. Not general praise. Specific examples with context.
- Development areas: 1 to 2 areas where the employee can grow. Framed as development opportunities, not deficiencies. Include a specific suggestion for how to address each area.
- Goals for next period: 2 to 3 SMART goals or OKRs for the next review cycle. Set collaboratively with the employee, not handed down by the manager.
Manager and Leadership Review Template
Template: Manager Review Employee Name: Review Period: Department: Manager's Manager: SECTION 1: GOAL AND OKR ACHIEVEMENT List the employee's stated goals or OKRs for this period: [Goal 1:] [Achievement score or outcome:] [Goal 2:] [Achievement score or outcome:] [Goal 3:] [Achievement score or outcome:] SECTION 2: LEADERSHIP COMPETENCY RATINGS [Scale: 1=Below | 2=Developing | 3=Meets | 4=Exceeds | 5=Outstanding] Team development and coaching: [1][2][3][4][5] Decision-making under ambiguity: [1][2][3][4][5] Communication (upward and downward): [1][2][3][4][5] Cross-functional collaboration: [1][2][3][4][5] Strategic thinking and execution: [1][2][3][4][5] SECTION 3: STRENGTHS (2 to 3 specific behavioral examples) [Example 1:] [Example 2:] SECTION 4: DEVELOPMENT AREAS [Area 1 + specific suggestion:] [Area 2 + specific suggestion:] SECTION 5: GOALS FOR NEXT PERIOD [Goal 1:] [Goal 2:] [Goal 3:] OVERALL RATING: [1][2][3][4][5] ADDITIONAL COMMENTS:
Software Engineer Review Template
Template: Software Engineer Review Employee Name: Review Period: Team: Engineering Level: (L1/L2/L3/L4/L5) SECTION 1: TECHNICAL DELIVERY Projects and deliverables completed this period: [Project 1:] [On time? Quality assessment:] [Project 2:] [On time? Quality assessment:] SECTION 2: TECHNICAL COMPETENCY RATINGS [Scale: 1=Below | 2=Developing | 3=Meets | 4=Exceeds | 5=Outstanding] Code quality and best practices: [1][2][3][4][5] System design and architecture thinking: [1][2][3][4][5] Debugging and problem-solving: [1][2][3][4][5] Documentation and knowledge sharing: [1][2][3][4][5] Collaboration and code review quality: [1][2][3][4][5] SECTION 3: IMPACT AND OUTCOMES What business or product outcomes did this engineer's work produce? [Outcome 1:] [Outcome 2:] SECTION 4: STRENGTHS [Behavioral example 1:] [Behavioral example 2:] SECTION 5: DEVELOPMENT AREAS [Area 1 + suggested action:] SECTION 6: GOALS FOR NEXT PERIOD [Technical goal:] [Collaboration or growth goal:] OVERALL RATING: [1][2][3][4][5]
Sales Representative Review Template
Template: Sales Representative Review Employee Name: Review Period: Territory / Segment: Quota: SECTION 1: QUOTA AND PIPELINE PERFORMANCE Quota attainment this period: [ ]% Deals closed: [$ ] total ACV Pipeline generated: [$ ] Average deal size vs target: [$ ] actual vs [$ ] target SECTION 2: SALES COMPETENCY RATINGS [Scale: 1=Below | 2=Developing | 3=Meets | 4=Exceeds | 5=Outstanding] Prospecting and pipeline generation: [1][2][3][4][5] Discovery and needs assessment: [1][2][3][4][5] Demonstration and value communication: [1][2][3][4][5] Negotiation and closing: [1][2][3][4][5] CRM hygiene and forecasting accuracy: [1][2][3][4][5] SECTION 3: STRENGTHS [Specific deal or behavioral example 1:] [Specific deal or behavioral example 2:] SECTION 4: DEVELOPMENT AREAS [Area 1 + coaching suggestion:] SECTION 5: GOALS FOR NEXT PERIOD [Revenue goal:] [Skill development goal:] OVERALL RATING: [1][2][3][4][5]
Customer Success Review Template
Template: Customer Success Review Employee Name: Review Period: Book of Business Size: NRR Target: SECTION 1: RETENTION AND EXPANSION PERFORMANCE Net Revenue Retention (NRR): [ ]% Churn prevented (ARR saved): [$ ] Expansion revenue generated: [$ ] QBR completion rate: [ ]% SECTION 2: CS COMPETENCY RATINGS [Scale: 1=Below | 2=Developing | 3=Meets | 4=Exceeds | 5=Outstanding] Customer relationship management: [1][2][3][4][5] Product knowledge and enablement: [1][2][3][4][5] Escalation handling: [1][2][3][4][5] Renewal and expansion execution: [1][2][3][4][5] Internal collaboration (sales, product): [1][2][3][4][5] SECTION 3: STRENGTHS [Specific customer or account example 1:] [Specific customer or account example 2:] SECTION 4: DEVELOPMENT AREAS [Area 1 + suggested action:] SECTION 5: GOALS FOR NEXT PERIOD [Retention or expansion goal:] [Development goal:] OVERALL RATING: [1][2][3][4][5]
Self-Assessment Template
Template: Employee Self-Assessment Employee Name: Review Period: Role: Department: SECTION 1: GOAL ACHIEVEMENT For each goal set at the beginning of this period, rate your progress and explain: [Goal 1:] [Self-rating: 1-5] [What I achieved:] [What I would do differently:] [Goal 2:] [Self-rating: 1-5] [What I achieved:] [What I would do differently:] SECTION 2: CONTRIBUTIONS AND IMPACT What are you most proud of from this review period? [Response:] What impact did your work have on your team or the business? [Response:] SECTION 3: CHALLENGES AND LEARNING What was most challenging this period, and what did you learn from it? [Response:] SECTION 4: DEVELOPMENT GOALS What skills or capabilities do you want to develop in the next period? [Goal 1:] [How you plan to develop it:] [Goal 2:] [How you plan to develop it:] SECTION 5: SUPPORT NEEDED What support from your manager or the organization would help you be more effective? [Response:]
360-Degree Review Template
Template: 360-Degree Review (for Peer or Direct Report Completion)Reviewee Name: Reviewer Relationship: (Peer / Direct Report / Cross-functional) Review Period: Your Name (optional, anonymity setting may apply): SECTION 1: COLLABORATION AND COMMUNICATION How effectively does this person communicate and collaborate with you and others? [Scale: 1=Rarely | 2=Sometimes | 3=Usually | 4=Consistently | 5=Exceptionally] Rating: [1][2][3][4][5] Specific example (required for ratings of 1-2 or 5): [Example:] SECTION 2: RELIABILITY AND FOLLOW-THROUGH How reliably does this person do what they say they will do? [Scale: 1=Rarely | 2=Sometimes | 3=Usually | 4=Consistently | 5=Exceptionally] Rating: [1][2][3][4][5] Specific example: [Example:] SECTION 3: IMPACT ON TEAM What does this person do that makes the team more effective? [Response:] SECTION 4: DEVELOPMENT SUGGESTION What is one thing this person could change or develop that would make them more effective? [Response:]
Note to writer: add templates for HR Professional, Marketing Team, Entry-Level Employee, and any remaining role types to reach the full 25 template count. Follow the same format as the templates above. Each template must have at least 5 sections: Goal Achievement, Competency Ratings (role-specific), Strengths, Development Areas, and Goals for Next Period.
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