performance-review

Name: performance-review
Author: anthropics

2.3kinstalls2.7kforks

How to install performance-review?

anthropics/knowledge-work-plugins/performance-review

$npx -y skills add anthropics/knowledge-work-plugins --skill performance-review

Installs into the current project.

Summary

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,

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SKILL.md

1	# /performance-review
2
3	> If you see unfamiliar placeholders or need to check which tools are connected, see [CONNECTORS.md](../../CONNECTORS.md).
4
5	Generate performance review templates and help structure feedback.
6
7	## Usage
8
9	```
10	/performance-review $ARGUMENTS
11	```
12
13	## Modes
14
15	```
16	/performance-review self-assessment # Generate self-assessment template
17	/performance-review manager [employee] # Manager review template for a specific person
18	/performance-review calibration # Calibration prep document
19	```
20
21	If no mode is specified, ask what type of review they need.
22
23	## Output — Self-Assessment Template
24
25	```markdown
26	## Self-Assessment: [Review Period]
27
28	### Key Accomplishments
29	[List your top 3-5 accomplishments this period. For each, describe the situation, your contribution, and the impact.]
30
31	1. [Accomplishment]
32	- Situation: [Context]
33	- Contribution: [What you did]
34	- Impact: [Measurable result]
35
36	### Goals Review
37	\| Goal \| Status \| Evidence \|
38	\|------\|--------\|----------\|
39	\| [Goal from last period] \| Met / Exceeded / Missed \| [How you know] \|
40
41	### Growth Areas
42	[Where did you grow? New skills, expanded scope, leadership moments.]
43
44	### Challenges
45	[What was hard? What would you do differently?]
46
47	### Goals for Next Period
48	1. [Goal — specific and measurable]
49	2. [Goal]
50	3. [Goal]
51
52	### Feedback for Manager
53	[How can your manager better support you?]
54	```
55
56	## Output — Manager Review
57
58	```markdown
59	## Performance Review: [Employee Name]
60	Period: [Date range] \| Manager: [Your name]
61
62	### Overall Rating: [Exceeds / Meets / Below Expectations]
63
64	### Performance Summary
65	[2-3 sentence overall assessment]
66
67	### Key Strengths
68	- [Strength with specific example]
69	- [Strength with specific example]
70
71	### Areas for Development
72	- [Area with specific, actionable guidance]
73	- [Area with specific, actionable guidance]
74
75	### Goal Achievement
76	\| Goal \| Rating \| Comments \|
77	\|------\|--------\|----------\|
78	\| [Goal] \| [Rating] \| [Specific observations] \|
79
80	### Impact and Contributions
81	[Describe their biggest contributions and impact on the team/org]
82
83	### Development Plan
84	\| Skill \| Current \| Target \| Actions \|
85	\|-------\|---------\|--------\|---------\|
86	\| [Skill] \| [Level] \| [Level] \| [How to get there] \|
87
88	### Compensation Recommendation
89	[Promotion / Equity refresh / Adjustment / No change — with justification]
90	```
91
92	## Output — Calibration
93
94	```markdown
95	## Calibration Prep: [Review Cycle]
96	Manager: [Your name] \| Team: [Team] \| Period: [Date range]
97
98	### Team Overview
99	\| Employee \| Role \| Level \| Tenure \| Proposed Rating \| Notes \|
100	\|----------\|------\|-------\|--------\|-----------------\|-------\|
101	\| [Name] \| [Role] \| [Level] \| [X years] \| [Rating] \| [Key context] \|
102
103	### Rating Distribution
104	\| Rating \| Count \| % of Team \| Company Target \|
105	\|--------\|-------\|-----------\|----------------\|
106	\| Exceeds Expectations \| [X] \| [X]% \| ~15-20% \|
107	\| Meets Expectations \| [X] \| [X]% \| ~60-70% \|
108	\| Below Expectations \| [X] \| [X]% \| ~10-15% \|
109
110	### Calibration Discussion Points
111	1. [Employee] — [Why this rating may need discussion, e.g., borderline, first review at level, recent role change]
112	2. [Employee] — [Discussion point]
113
114	### Promotion Candidates
115	\| Employee \| Current Level \| Proposed Level \| Justification \|
116	\|----------\|-------------\|----------------\|---------------\|
117	\| [Name] \| [Current] \| [Proposed] \| [Evidence of next-level performance] \|
118
119	### Compensation Actions
120	\| Employee \| Action \| Justification \|
121	\|----------\|--------\|---------------\|
122	\| [Name] \| [Promotion / Equity refresh / Market adjustment / Retention] \| [Why] \|
123
124	### Manager Notes
125	[Context the calibration group should know — team changes, org shifts, project impacts]
126	```
127
128	## If Connectors Available
129
130	If ~~HRIS is connected:
131	- Pull prior review history and goal tracking data
132	- Pre-populate employee details and current role information
133
134	If ~~project tracker is connected:
135	- Pull completed work and contributions for the review period
136	- Reference specific tickets and project milestones as evidence
137
138	## Tips
139
140	1. Be specific — "Great job" isn't feedback. "You reduced deploy time 40% by implementing the new CI pipeline" is.
141	2. Balance positive and constructive — Both are essential. Neither should be a surprise.
142	3. Focus on behaviors, not personality — "Your documentation has been incomplete" vs. "You're careless."
143	4. Make development actionable — "Improve communication" is vague. "Present at the next team all-hands" is actionable.

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6 picks

Type

performance-review

2.3kinstalls2.7kforks

View on GitHub

How to install performance-review?

anthropics/knowledge-work-plugins/performance-review

$npx -y skills add anthropics/knowledge-work-plugins --skill performance-review

Installs into the current project.

Summary

Files · 1

View on GitHub

SKILL.md

1	# /performance-review
2
3	> If you see unfamiliar placeholders or need to check which tools are connected, see [CONNECTORS.md](../../CONNECTORS.md).
4
5	Generate performance review templates and help structure feedback.
6
7	## Usage
8
9	```
10	/performance-review $ARGUMENTS
11	```
12
13	## Modes
14
15	```
16	/performance-review self-assessment # Generate self-assessment template
17	/performance-review manager [employee] # Manager review template for a specific person
18	/performance-review calibration # Calibration prep document
19	```
20
21	If no mode is specified, ask what type of review they need.
22
23	## Output — Self-Assessment Template
24
25	```markdown
26	## Self-Assessment: [Review Period]
27
28	### Key Accomplishments
29	[List your top 3-5 accomplishments this period. For each, describe the situation, your contribution, and the impact.]
30
31	1. [Accomplishment]
32	- Situation: [Context]
33	- Contribution: [What you did]
34	- Impact: [Measurable result]
35
36	### Goals Review
37	\| Goal \| Status \| Evidence \|
38	\|------\|--------\|----------\|
39	\| [Goal from last period] \| Met / Exceeded / Missed \| [How you know] \|
40
41	### Growth Areas
42	[Where did you grow? New skills, expanded scope, leadership moments.]
43
44	### Challenges
45	[What was hard? What would you do differently?]
46
47	### Goals for Next Period
48	1. [Goal — specific and measurable]
49	2. [Goal]
50	3. [Goal]
51
52	### Feedback for Manager
53	[How can your manager better support you?]
54	```
55
56	## Output — Manager Review
57
58	```markdown
59	## Performance Review: [Employee Name]
60	Period: [Date range] \| Manager: [Your name]
61
62	### Overall Rating: [Exceeds / Meets / Below Expectations]
63
64	### Performance Summary
65	[2-3 sentence overall assessment]
66
67	### Key Strengths
68	- [Strength with specific example]
69	- [Strength with specific example]
70
71	### Areas for Development
72	- [Area with specific, actionable guidance]
73	- [Area with specific, actionable guidance]
74
75	### Goal Achievement
76	\| Goal \| Rating \| Comments \|
77	\|------\|--------\|----------\|
78	\| [Goal] \| [Rating] \| [Specific observations] \|
79
80	### Impact and Contributions
81	[Describe their biggest contributions and impact on the team/org]
82
83	### Development Plan
84	\| Skill \| Current \| Target \| Actions \|
85	\|-------\|---------\|--------\|---------\|
86	\| [Skill] \| [Level] \| [Level] \| [How to get there] \|
87
88	### Compensation Recommendation
89	[Promotion / Equity refresh / Adjustment / No change — with justification]
90	```
91
92	## Output — Calibration
93
94	```markdown
95	## Calibration Prep: [Review Cycle]
96	Manager: [Your name] \| Team: [Team] \| Period: [Date range]
97
98	### Team Overview
99	\| Employee \| Role \| Level \| Tenure \| Proposed Rating \| Notes \|
100	\|----------\|------\|-------\|--------\|-----------------\|-------\|
101	\| [Name] \| [Role] \| [Level] \| [X years] \| [Rating] \| [Key context] \|
102
103	### Rating Distribution
104	\| Rating \| Count \| % of Team \| Company Target \|
105	\|--------\|-------\|-----------\|----------------\|
106	\| Exceeds Expectations \| [X] \| [X]% \| ~15-20% \|
107	\| Meets Expectations \| [X] \| [X]% \| ~60-70% \|
108	\| Below Expectations \| [X] \| [X]% \| ~10-15% \|
109
110	### Calibration Discussion Points
111	1. [Employee] — [Why this rating may need discussion, e.g., borderline, first review at level, recent role change]
112	2. [Employee] — [Discussion point]
113
114	### Promotion Candidates
115	\| Employee \| Current Level \| Proposed Level \| Justification \|
116	\|----------\|-------------\|----------------\|---------------\|
117	\| [Name] \| [Current] \| [Proposed] \| [Evidence of next-level performance] \|
118
119	### Compensation Actions
120	\| Employee \| Action \| Justification \|
121	\|----------\|--------\|---------------\|
122	\| [Name] \| [Promotion / Equity refresh / Market adjustment / Retention] \| [Why] \|
123
124	### Manager Notes
125	[Context the calibration group should know — team changes, org shifts, project impacts]
126	```
127
128	## If Connectors Available
129
130	If ~~HRIS is connected:
131	- Pull prior review history and goal tracking data
132	- Pre-populate employee details and current role information
133
134	If ~~project tracker is connected:
135	- Pull completed work and contributions for the review period
136	- Reference specific tickets and project milestones as evidence
137
138	## Tips
139
140	1. Be specific — "Great job" isn't feedback. "You reduced deploy time 40% by implementing the new CI pipeline" is.
141	2. Balance positive and constructive — Both are essential. Neither should be a surprise.
142	3. Focus on behaviors, not personality — "Your documentation has been incomplete" vs. "You're careless."
143	4. Make development actionable — "Improve communication" is vague. "Present at the next team all-hands" is actionable.

People who liked this also viewed

6 picks

Type