Performance Review Form

The problem with most review forms is that they end in a rating and nothing else. This one puts four star ratings up front for the comparable part, then spends the rest of the form on achievements, development, and agreed goals, which is the part the employee actually takes away from the conversation.

Asking the same four dimensions of every person on the team is what makes a review defensible later. Quality, reliability, collaboration and ownership cover most roles without needing a separate form per department, and because they are scored one to five you can look at a whole team in one view when promotion season arrives.

The employee comments field matters more than it looks: it is the written record that the person had a chance to disagree. Add a salary or promotion recommendation field if managers own that decision, or remove the signature if your process ends in a system rather than on a form.