Performance Review
Generate self-assessment, manager review, and calibration prep templates when review season starts.
Overview
Performance Review is an agent skill for the Operate phase that generates self-assessment, manager review, and calibration prep templates for review cycles.
Install
npx skills add https://github.com/anthropics/knowledge-work-plugins --skill performance-reviewWhat is this skill?
- Three modes: self-assessment, manager [employee], and calibration prep
- Self-assessment template with accomplishment SBI-style fields: situation, contribution, impact
- Goals review table: Met / Exceeded / Missed with evidence columns
- Turns vague feedback into specific behavioral examples for manager writeups
- Slash command `/performance-review` with optional argument hint for employee or cycle
- Three explicit modes: self-assessment, manager [employee], calibration
Adoption & trust: 1.6k installs on skills.sh; 19.6k GitHub stars; 3/3 security scanners passed (skills.sh audits).
What problem does it solve?
Review season started and you need templates plus help turning vague feedback into specific accomplishments and behavioral examples.
Who is it for?
Founders and leads with direct reports who need fast, consistent review templates and calibration talking points.
Skip if: Solo operators with no team to review, or organizations that require locked HRIS-only review forms without agent drafting.
When should I use this skill?
Review season kicks off and you need a self-assessment template, a manager review for a direct report, calibration prep, or help turning vague feedback into behavioral examples.
What do I get? / Deliverables
You get a filled or ready-to-fill review document for the chosen mode—self, manager, or calibration—with structured goals and impact evidence.
- Self-assessment markdown template with accomplishments and goals table
- Manager review template for a named employee
- Calibration prep document outline
Recommended Skills
Journey fit
Performance cycles are ongoing people operations once you run a team—not a one-off launch task. Review templates and calibration prep support how you iterate on team performance and goals over time.
How it compares
Template and structuring workflow for review writing—not a payroll system, 360 survey platform, or engagement analytics dashboard.
Common Questions / FAQ
Who is performance-review for?
Small-team leads and indie founders managing employees or core contractors who must write self-assessments, manager reviews, or calibration prep without dedicated HR staff.
When should I use performance-review?
Use it in Operate when review season opens, before calibration meetings, or when drafting a manager review for a specific direct report.
Is performance-review safe to install?
It may reference connected tools via CONNECTORS.md; do not paste sensitive PII into chats without policy approval—review the Security Audits panel on this catalog page.
SKILL.md
READMESKILL.md - Performance Review
# /performance-review > If you see unfamiliar placeholders or need to check which tools are connected, see [CONNECTORS.md](../../CONNECTORS.md). Generate performance review templates and help structure feedback. ## Usage ``` /performance-review $ARGUMENTS ``` ## 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. ## Output — Self-Assessment Template ```markdown ## 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?] ``` ## Output — Manager Review ```markdown ## 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] ``` ## Output — Calibration ```markdown ## 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 N