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Step 1: Define Evaluation Areas

I need help creating a comprehensive performance review template for [ROLE] at [COMPANY TYPE/SIZE]. As an experienced HR Business Partner who has designed performance frameworks for multiple high-growth companies, please help me develop evaluation criteria that will drive both fairness and growth.

Key details about this role:

Main responsibilities: [LIST 3-5]

Key success metrics: [LIST 2-3]

Team size: [NUMBER]

Review frequency: [FREQUENCY]

Please leverage your expertise in performance management to help me define 5 core areas of evaluation (performance categories) for this role. For each evaluation area, I need clear criteria that will:

Drive consistent, fair evaluations across different managers

Create meaningful performance discussions

Enable clear paths for career growth

Allow for data-driven calibration sessions

Support our company culture and values

As an HR professional, please ensure these criteria address common performance calibration challenges and support productive career development conversations. The goal is to create a framework that both managers and employees find clear and actionable.

Step 2: Define Performance Levels

Please help me create clear performance level definitions for our evaluation areas. You've led numerous performance calibration sessions and know how critical it is to have clear, fair, and actionable criteria that drive both accountability and development.

For each of these areas of evaluation:

1. Define what "below expectations" looks like

2. Define what "meets expectations" looks like

3. Define what "exceeds expectations" looks like

Please format this as a clear evaluation rubric we can use. Be as specific and practical as possible, drawing from your extensive experience in designing performance frameworks that:

• Managers can apply consistently

• Employees can understand clearly

• Leadership can use for talent decisions

• HR can defend in calibration sessions

Don't mess this up because this affects how I will deal with my employees! As an experienced HR professional, please ensure these definitions support fair evaluations while driving development and growth.

Step 3: Create Assessment Questions

You understand how to craft questions that elicit specific, actionable feedback while avoiding common biases.

For each evaluation area we defined, please create:

1. 2-3 self-assessment questions for the employee that:

   • Promote honest self-reflection

   • Encourage specific examples

   • Focus on both achievements and growth areas

2. 2-3 manager assessment questions that:

   • Drive objective evaluation

   • Reduce recency bias

   • Enable meaningful coaching conversations

3. 1-2 peer feedback questions that:

   • Generate balanced feedback

   • Focus on observable behaviors

   • Support cross-functional collaboration

Please format this as a complete questionnaire section we can use directly in reviews. Drawing from your experience facilitating hundreds of performance reviews, ensure the questions:

• Elicit specific examples rather than general impressions

• Reduce common cognitive biases

• Enable meaningful development conversations

• Support fair calibration discussions

• Drive actionable insights

As an HR professional who has seen both effective and ineffective review processes, please help us create questions that will lead to productive performance discussions and clear development paths.

Step 4: Assemble the Complete Template

Please combine all the sections we've created into one cohesive performance review template with:

1. A clear introduction section

2. Our performance level assessments

3. The questionnaire sections

5. A summary section

6. Space for signatures and next steps

Please format this as a complete, ready-to-use document.

Step 5: Create Supporting Materials

Having led performance programs at companies ranging from startups to Fortune 500s, you understand what makes review processes effective and where they commonly break down.

Please create:

1. A brief guide for managers that:

   • Outlines clear best practices from your years of manager training

   • Addresses common pitfalls you've observed

   • Includes practical tips for difficult conversations

   • Helps them drive meaningful development discussions

2. A prep sheet for employees that:

   • Reduces review anxiety through clear expectations

   • Helps them gather relevant accomplishments

   • Guides productive self-reflection

   • Enables them to receive feedback effectively

3. A timeline for the review process that:

   • Reflects proven best practices from your experience

   • Allows adequate time for thoughtful feedback

   • Enables proper calibration when needed

   • Accounts for common scheduling challenges

4. A follow-up checklist that:

   • Ensures review discussions translate to action

   • Drives accountability for development plans

   • Maintains momentum on growth goals

   • Supports ongoing coaching conversations

Please format these as separate, practical documents we can distribute. Drawing from your extensive experience implementing successful review programs:

• Make them clear and actionable

• Address common challenges you've seen

• Include proven best practices

• Support both new and experienced managers

• Enable consistent, quality reviews across the organization

As an HR leader who has seen what works and what doesn't in performance management, please help us create supporting materials that will drive successful reviews and meaningful development conversations.