# Performance Review Template, Free to Fill Source: https://nerix.ai/templates/performance-review Review a period of work with the employee: results, strengths, what to improve and the next goals. Before you send it Base the review on facts and examples from the period, and talk it through with the employee before it goes in their file. Employment law may limit how performance is recorded, what you may use it for and how long you keep it, and some places require a written warning process before an employee can be dismissed. Check the rules where the employee works. ## Fill it in and preview You are signed in. Fill it in your workspace and it is kept as a document you can send, share and have signed. [Open in your workspace](https://app.nerix.ai/documents/templates/performance-review) ### Performance review **Company:** Brightwater Analytics **Employee:** Amara Okafor **Job title:** Customer Success Manager **Reviewer:** Daniel Costa, Head of Customer Success **Review period:** 1 January to 30 June 2026 **Review meeting:** 14 July 2026 This review looks at how Amara Okafor has done in the role of Customer Success Manager during the review period. It is based on facts and examples from the period, and not on impressions. It has been discussed with the employee in the review meeting, and the employee has had the chance to add their own comments before it is signed. The purpose of the review is to recognise good work, to be clear about what needs to improve, and to agree what happens next. ## 1. Ratings by competency Each competency is rated on the scale below, and the evidence column gives the examples behind the rating. A rating describes the work in this period only. It does not predict the future and it is not a comment on the person. If a competency is not part of the job, it is left empty. Where the rating is above or below 3, the evidence should say why. **Rating scale** - 4 Exceeds expectations. The work is consistently above what the job needs, and others learn from it. - 3 Meets expectations. The work is what the job needs, with only small points to improve. - 2 Partly meets expectations. The work is acceptable in some respects, but there are clear gaps to close. - 1 Below expectations. The work is not yet at the level the job needs, and support and a clear plan are needed. | Competency | Rating | Evidence | | Quality of work | Rating for quality of work (optional) | Work is accurate and complete. Two client reports needed corrections in March. | | Communication | Rating for communication (optional) | Clear in writing and in meetings. Clients praise the plain explanations. | | Teamwork | Rating for teamwork (optional) | Shares knowledge and helps new colleagues without being asked. | | Initiative and problem solving | Rating for initiative and problem solving (optional) | Proposed the new onboarding checklist, now used by the whole team. | | Reliability and time management | Rating for reliability and time management (optional) | Meets deadlines. Client notes are sometimes added late. | ## 2. Goals from the last period and the results These are the goals agreed for the review period, with the result for each. Goals that were reached, goals that were reached in part and goals that were not reached are all listed. Where a goal was missed, the result also says why, for example if priorities changed during the period or if the goal depended on someone else. Renewal rate of 92 percent: reached 94 percent. Onboard 12 new clients: onboarded 10, two moved to next quarter at the clients' request. Cut reply time to under 4 hours: reached 3 hours on average. ## 3. Achievements This section records what the employee did in the period that went beyond the goals, or that made a real difference to the team, the customers or the company. Led the move of 14 clients to the new product in May with no lost accounts. Wrote the onboarding guide now used by new hires. ## 4. Strengths These are the things the employee does well and that the company wants to see continue. They are described with examples, so that the employee knows what to keep doing. Calm with upset clients. Explains technical issues in plain words. Helps new colleagues without being asked. ## 5. Areas to develop Client notes are sometimes added late, which makes handovers harder. Could say no earlier to requests that are out of scope. These points are meant to help the employee grow in the role. Where an area needs action, it is included in the development plan below. Each area is described with the example it is based on. The reviewer has told the employee about each one before this review, and none comes as a surprise. If an area affects the employee's results, it is also reflected in the ratings above. ## 6. Development plan The actions below are agreed between the employee and the reviewer. Each has a date, so that progress can be checked at the next review or earlier at a regular one-to-one meeting. The employee is responsible for doing the work in each action. The reviewer and the company are responsible for the support listed, for making time for it and for checking progress. | Action | By when | Support from the company | | Complete the account planning course | 30 September 2026 | Course fee paid by the company | | Add client notes within one working day of each call | From 1 August 2026 | Monthly check by the reviewer | | Train one new colleague on onboarding | 31 December 2026 | Two hours a week set aside | **Support and development:** Budget for the account planning course. A monthly one-to-one with a senior colleague. ## 7. Goals for the next period Goals come from the needs of the team and the company, and they are agreed with the employee, not simply given. If priorities change during the period, the goals are changed in writing, so that the employee is never judged on a goal that no longer applies. The goals below are specific, so that both sides can see at the next review whether they were reached. Keep the renewal rate above 92 percent. Complete the account planning course by 30 September. Train one new colleague. ## 8. Overall rating Overall rating Results on the three main goals were met or exceeded. The rating is held at meets expectations because client notes were late in several months. The rating describes the work in this period against what the job needs. It is based on the results and examples above, and it is not a judgement on the person. It may be used in decisions about pay, development and promotion only as the policy of the company and the law where the employee works allow. ## 9. Employee's comments I agree with the review. I would like more time to write client notes during the week. The employee may add comments to this review, and may ask for a point to be changed if they believe it is wrong or unfair. If they do not agree with the review, they can say so here, or raise it with the reviewer's manager or with HR under the company's own process. ## Signatures By signing, the employee confirms that the review was discussed with them. It does not mean they agree with every point. **Reviewer: Daniel Costa, Head of Customer Success** Signature: ______________ Date: ______________ **Employee: Amara Okafor** Signature: ______________ Date: ______________ Templates are a careful starting point, not legal advice. Where the law matters, check what applies where you are. People and HR ## What this template is for A fair performance review form: goals met, strengths, areas to improve, an overall rating, goals for the next period and comments from both sides. Word or PDF. It is free to fill in online, needs no account, and downloads as a Word document or a PDF. [See all People and HR templates](https://nerix.ai/templates/people-hr) People and HR ## What you fill in The form asks for 34 details. The document fills itself in as you type. - ### Company For example: Brightwater Analytics - ### Employee For example: Amara Okafor - ### Job title For example: Customer Success Manager - ### Reviewer For example: Daniel Costa, Head of Customer Success - ### Review period For example: 1 January to 30 June 2026 - ### Date of the review meeting For example: 14 July 2026 - ### Rating for quality of work (optional) optional - ### Evidence for quality of work (optional) optional For example: Work is accurate and complete. Two client reports needed corrections in March. - ### Rating for communication (optional) optional - ### Evidence for communication (optional) optional For example: Clear in writing and in meetings. Clients praise the plain explanations. - ### Rating for teamwork (optional) optional - ### Evidence for teamwork (optional) optional For example: Shares knowledge and helps new colleagues without being asked. - ### Rating for initiative and problem solving (optional) optional - ### Evidence for initiative and problem solving (optional) optional For example: Proposed the new onboarding checklist, now used by the whole team. - ### Rating for reliability and time management (optional) optional - ### Evidence for reliability and time management (optional) optional For example: Meets deadlines. Client notes are sometimes added late. - ### Goals for the period and how they went One goal per line, with the result. For example: Renewal rate of 92 percent: reached 94 percent. Onboard 12 new clients: onboarded 10, two moved to next quarter at the clients' request. Cut reply time to under 4 hours: reached 3 hours on average. - ### Main achievements (optional) optional What the employee did that made a real difference. For example: Led the move of 14 clients to the new product in May with no lost accounts. Wrote the onboarding guide now used by new hires. - ### Strengths For example: Calm with upset clients. Explains technical issues in plain words. Helps new colleagues without being asked. - ### Areas to improve For example: Client notes are sometimes added late, which makes handovers harder. Could say no earlier to requests that are out of scope. - ### Overall rating - ### Reason for the overall rating (optional) optional One or two sentences that tie the rating to the examples above. For example: Results on the three main goals were met or exceeded. The rating is held at meets expectations because client notes were late in several months. - ### Goals for the next period One goal per line. Make each one specific and measurable. For example: Keep the renewal rate above 92 percent. Complete the account planning course by 30 September. Train one new colleague. - ### Support and development (optional) optional What the company will do to help. For example: Budget for the account planning course. A monthly one-to-one with a senior colleague. - ### Development action 1 (optional) optional For example: Complete the account planning course - ### Development action 1: by when (optional) optional For example: 30 September 2026 - ### Development action 1: support (optional) optional For example: Course fee paid by the company - ### Development action 2 (optional) optional For example: Add client notes within one working day of each call - ### Development action 2: by when (optional) optional For example: From 1 August 2026 - ### Development action 2: support (optional) optional For example: Monthly check by the reviewer - ### Development action 3 (optional) optional For example: Train one new colleague on onboarding - ### Development action 3: by when (optional) optional For example: 31 December 2026 - ### Development action 3: support (optional) optional For example: Two hours a week set aside - ### Employee's comments (optional) optional For example: I agree with the review. I would like more time to write client notes during the week. People and HR ## What is inside The parts of this document, in order. - 1 1. Ratings by competency - 2 2. Goals from the last period and the results - 3 3. Achievements - 4 4. Strengths - 5 5. Areas to develop - 6 6. Development plan - 7 7. Goals for the next period - 8 8. Overall rating - 9 9. Employee's comments - 10 Signatures Templates ## How it works - 01 ### Fill in Type your details in the form. The document fills itself in as you type; click any gap to jump to its field. - 02 ### Check Read it through. Gaps you have not filled stay marked, so nothing goes out half done. - 03 ### Download Save it as a Word document to edit further, or as a PDF to send or print. ### Make it yours with AI Open it in the chat and ask for changes: shorter, firmer, another situation, another language. [Adapt it with nerix](https://nerix.ai/try?template=performance-review) ### Was this template helpful? People and HR ## Questions people ask ### What details does this template ask for? The form asks for 34 details, starting with Company, Employee, Job title, Reviewer, Review period. 23 more are optional. ### Can I download this template as Word or PDF? Yes. When you have filled in the form, save it as a Word document to keep editing, or as a PDF to send or print. It is free and needs no account. ### Is what I type sent anywhere? No. What you type stays in your browser while you fill in the document. It only goes to nerix if you choose to open the template in the chat. ### What should I check before I use this template? Base the review on facts and examples from the period, and talk it through with the employee before it goes in their file. Employment law may limit how performance is recorded, what you may use it for and how long you keep it, and some places require a written warning process before an employee can be dismissed. Check the rules where the employee works. ### Are these HR templates free? Most are. Fill in and download them for free as Word or PDF, with no account. A few longer documents are premium: free to fill in, paid once to download, and marked with their price. ### Do the HR templates follow my country's employment law? They assume no country's law. Employment rules differ a lot, so each template says where to check local requirements before you use it. ### Can a small team use them too? Yes. They work for a team of two or a company of two thousand, and you can cut any section you do not need in the Word version. Templates ## More in People and HR - [30 60 90 day plan Turn the first three months of a new role into clear goals, people to meet and check-ins. People and HR](https://nerix.ai/templates/thirty-sixty-ninety-day-plan) - [360 degree feedback form Gather ratings and comments about one person from the people who work with them, then use them to grow. People and HR](https://nerix.ai/templates/360-degree-feedback-form) - [Business travel policy Set clear rules for work trips: who approves, how to book, what is covered and how to claim. People and HR](https://nerix.ai/templates/travel-policy) - [Code of conduct Set out how everyone at your company is expected to behave, and how to raise a concern. People and HR Premium, €4.99](https://nerix.ai/templates/code-of-conduct) - [Disciplinary procedure A fair written process for conduct and performance problems, from first talk to appeal. People and HR Premium, €4.99](https://nerix.ai/templates/disciplinary-procedure) - [Employee exit checklist Make sure nothing is missed when someone leaves: handover, access, equipment, final pay and sign-off. People and HR](https://nerix.ai/templates/employee-exit-checklist) [See all People and HR templates](https://nerix.ai/templates/people-hr) Templates ## More kinds of documents Every category has its own page, so you can see all of its templates at once. ## Use it in nerix ### Use it in nerix - [Templates](https://nerix.ai/product/templates) - [People and HR](https://nerix.ai/product/people) - [E-signatures](https://nerix.ai/product/e-signatures) ### Learn more - [How to Make a Document From a Template](https://nerix.ai/help/make-a-document-from-a-template) - [People and HR](https://nerix.ai/templates/people-hr)