Skill Tracer
Skills › Knowledge Work Plugins › performance-review

performance-review

skill · 149 lines · Apache-2.0 · human-resources/skills/performance-review/SKILL.md

The facts

Its description

Structure a performance review with self-assessment, manager template, and calibration prep. Use when review season kicks off and you need a self-assessment template, writing a manager review for a direct report, prepping rating distributions and promotion cases for calibration, or turning vague feedback into specific behavioral examples.

The description the agent reads to decide when to use it.

From its settingsline 3

When it starts

A manager or employee in the middle of a review cycle asks for help drafting a self-assessment, writing a manager review for a direct report, or preparing rating distributions and promotion cases for a calibration meeting. It is picked when the request is about structuring review feedback rather than about compensation benchmarking or hiring.

Things a person might say (the model's guesses)

  • “Help me write my self-assessment for this review period.”
  • “I need to write a performance review for one of my direct reports.”
  • “Can you help me prep rating distributions and promotion cases for our calibration session?”

A model's summary of when it is used.

A model's reading

What it takes when started

<employee name or review cycle>

What to type after its name when you start it.

From its settingsline 4

Licence

Apache-2.0, from LICENSE

The terms its author shares it under, which let it be shown here.

From the repositorylicence text

The text

Open on GitHub

Most marks come from matching words in the file, so treat them as pointers.

1---
2name: performance-review
3description: Structure a performance review with self-assessment, manager template, and calibration prep. Use when review season kicks off and you need a self-assessment template, writing a manager review for a direct report, prepping rating distributions and promotion cases for calibration, or turning vague feedback into specific behavioral examples.
4argument-hint: "<employee name or review cycle>"
5---
6
7# /performance-review
8
9> If you see unfamiliar placeholders or need to check which tools are connected, see [CONNECTORS.md](../../CONNECTORS.md).
11Generate performance review templates and help structure feedback.

/performance-review

If you see unfamiliar placeholders or need to check which tools are connected, see CONNECTORS.md.

Generate performance review templates and help structure feedback.

Raw lines 1 to 12
Boilerplate, lines 13 to 18. The same text appears in 24 other files here. Close
13## Usage
15```
16/performance-review $ARGUMENTS
17```
19## Modes
21```
22/performance-review self-assessment # Generate self-assessment template
23/performance-review manager [employee] # Manager review template for a specific person
24/performance-review calibration # Calibration prep document
25```
27If no mode is specified, ask what type of review they need.

Modes

/performance-review self-assessment       # Generate self-assessment template
/performance-review manager [employee]    # Manager review template for a specific person
/performance-review calibration           # Calibration prep document

If no mode is specified, ask what type of review they need.

Raw lines 19 to 28
29## Output — Self-Assessment Template
31```markdown
32## Self-Assessment: [Review Period]
34### Key Accomplishments
35[List your top 3-5 accomplishments this period. For each, describe the situation, your contribution, and the impact.]
371. **[Accomplishment]**
38 - Situation: [Context]
39 - Contribution: [What you did]
40 - Impact: [Measurable result]
42### Goals Review
43| Goal | Status | Evidence |
44|------|--------|----------|
45| [Goal from last period] | Met / Exceeded / Missed | [How you know] |
47### Growth Areas
48[Where did you grow? New skills, expanded scope, leadership moments.]
50### Challenges
51[What was hard? What would you do differently?]
53### Goals for Next Period
541. [Goal — specific and measurable]
552. [Goal]
563. [Goal]
58### Feedback for Manager
59[How can your manager better support you?]
60```

Output — Self-Assessment Template

## Self-Assessment: [Review Period]

### Key Accomplishments
[List your top 3-5 accomplishments this period. For each, describe the situation, your contribution, and the impact.]

1. **[Accomplishment]**
   - Situation: [Context]
   - Contribution: [What you did]
   - Impact: [Measurable result]

### Goals Review
| Goal | Status | Evidence |
|------|--------|----------|
| [Goal from last period] | Met / Exceeded / Missed | [How you know] |

### Growth Areas
[Where did you grow? New skills, expanded scope, leadership moments.]

### Challenges
[What was hard? What would you do differently?]

### Goals for Next Period
1. [Goal — specific and measurable]
2. [Goal]
3. [Goal]

### Feedback for Manager
[How can your manager better support you?]
Raw lines 29 to 61
62## Output — Manager Review
64```markdown
65## Performance Review: [Employee Name]
66**Period:** [Date range] | **Manager:** [Your name]
68### Overall Rating: [Exceeds / Meets / Below Expectations]
70### Performance Summary
71[2-3 sentence overall assessment]
73### Key Strengths
74- [Strength with specific example]
75- [Strength with specific example]
77### Areas for Development
78- [Area with specific, actionable guidance]
79- [Area with specific, actionable guidance]
81### Goal Achievement
82| Goal | Rating | Comments |
83|------|--------|----------|
84| [Goal] | [Rating] | [Specific observations] |
86### Impact and Contributions
87[Describe their biggest contributions and impact on the team/org]
89### Development Plan
90| Skill | Current | Target | Actions |
91|-------|---------|--------|---------|
92| [Skill] | [Level] | [Level] | [How to get there] |
94### Compensation Recommendation
95[Promotion / Equity refresh / Adjustment / No change — with justification]
96```

Output — Manager Review

## Performance Review: [Employee Name]
**Period:** [Date range] | **Manager:** [Your name]

### Overall Rating: [Exceeds / Meets / Below Expectations]

### Performance Summary
[2-3 sentence overall assessment]

### Key Strengths
- [Strength with specific example]
- [Strength with specific example]

### Areas for Development
- [Area with specific, actionable guidance]
- [Area with specific, actionable guidance]

### Goal Achievement
| Goal | Rating | Comments |
|------|--------|----------|
| [Goal] | [Rating] | [Specific observations] |

### Impact and Contributions
[Describe their biggest contributions and impact on the team/org]

### Development Plan
| Skill | Current | Target | Actions |
|-------|---------|--------|---------|
| [Skill] | [Level] | [Level] | [How to get there] |

### Compensation Recommendation
[Promotion / Equity refresh / Adjustment / No change — with justification]
Raw lines 62 to 97
98## Output — Calibration
100```markdown
101## Calibration Prep: [Review Cycle]
102**Manager:** [Your name] | **Team:** [Team] | **Period:** [Date range]
104### Team Overview
105| Employee | Role | Level | Tenure | Proposed Rating | Notes |
106|----------|------|-------|--------|-----------------|-------|
107| [Name] | [Role] | [Level] | [X years] | [Rating] | [Key context] |
109### Rating Distribution
110| Rating | Count | % of Team | Company Target |
111|--------|-------|-----------|----------------|
112| Exceeds Expectations | [X] | [X]% | ~15-20% |
113| Meets Expectations | [X] | [X]% | ~60-70% |
114| Below Expectations | [X] | [X]% | ~10-15% |
116### Calibration Discussion Points
1171. **[Employee]** — [Why this rating may need discussion, e.g., borderline, first review at level, recent role change]
1182. **[Employee]** — [Discussion point]
120### Promotion Candidates
121| Employee | Current Level | Proposed Level | Justification |
122|----------|-------------|----------------|---------------|
123| [Name] | [Current] | [Proposed] | [Evidence of next-level performance] |
125### Compensation Actions
126| Employee | Action | Justification |
127|----------|--------|---------------|
128| [Name] | [Promotion / Equity refresh / Market adjustment / Retention] | [Why] |
130### Manager Notes
131[Context the calibration group should know — team changes, org shifts, project impacts]
132```

Output — Calibration

## Calibration Prep: [Review Cycle]
**Manager:** [Your name] | **Team:** [Team] | **Period:** [Date range]

### Team Overview
| Employee | Role | Level | Tenure | Proposed Rating | Notes |
|----------|------|-------|--------|-----------------|-------|
| [Name] | [Role] | [Level] | [X years] | [Rating] | [Key context] |

### Rating Distribution
| Rating | Count | % of Team | Company Target |
|--------|-------|-----------|----------------|
| Exceeds Expectations | [X] | [X]% | ~15-20% |
| Meets Expectations | [X] | [X]% | ~60-70% |
| Below Expectations | [X] | [X]% | ~10-15% |

### Calibration Discussion Points
1. **[Employee]** — [Why this rating may need discussion, e.g., borderline, first review at level, recent role change]
2. **[Employee]** — [Discussion point]

### Promotion Candidates
| Employee | Current Level | Proposed Level | Justification |
|----------|-------------|----------------|---------------|
| [Name] | [Current] | [Proposed] | [Evidence of next-level performance] |

### Compensation Actions
| Employee | Action | Justification |
|----------|--------|---------------|
| [Name] | [Promotion / Equity refresh / Market adjustment / Retention] | [Why] |

### Manager Notes
[Context the calibration group should know — team changes, org shifts, project impacts]
Raw lines 98 to 133
134## If Connectors Available
136If **~~HRIS** is connected:
137- Pull prior review history and goal tracking data
138- Pre-populate employee details and current role information
140If **~~project tracker** is connected:
141- Pull completed work and contributions for the review period
142- Reference specific tickets and project milestones as evidence

If Connectors Available

If ~~HRIS is connected:

  • Pull prior review history and goal tracking data
  • Pre-populate employee details and current role information

If ~~project tracker is connected:

  • Pull completed work and contributions for the review period
  • Reference specific tickets and project milestones as evidence
Raw lines 134 to 143
Uses an outside tool ~~project :140
144## Tips
1461. **Be specific** — "Great job" isn't feedback. "You reduced deploy time 40% by implementing the new CI pipeline" is.
1472. **Balance positive and constructive** — Both are essential. Neither should be a surprise.
1483. **Focus on behaviors, not personality** — "Your documentation has been incomplete" vs. "You're careless."
1494. **Make development actionable** — "Improve communication" is vague. "Present at the next team all-hands" is actionable.

Tips

  1. Be specific — "Great job" isn't feedback. "You reduced deploy time 40% by implementing the new CI pipeline" is.
  2. Balance positive and constructive — Both are essential. Neither should be a surprise.
  3. Focus on behaviors, not personality — "Your documentation has been incomplete" vs. "You're careless."
  4. Make development actionable — "Improve communication" is vague. "Present at the next team all-hands" is actionable.
Raw lines 144 to 149

From anthropics/knowledge-work-plugins at 2574e29, 2026-10-27. Skills read by DeepSeek V4.1 Flash on 2026-11-04. Summary and techniques by Claude Opus 5.5 on 2026-11-06.