Employee performance review template

It’s hard to create time for employee development while the business needs to run. 

Everything starts with objective employee performance review. But it’s nothing without actionable feedback.

Pointerpro is the 2-in-1 software that combines assessment building with personalized PDF report generation.

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3 aspects of a digital employee performance review template that are too often overlooked

Employee performance reviews are essential tools in modern HR practices. In a nutshell, it streamlines the evaluation process and provides more structured feedback. A comprehensive employee performance review template should include the following key components in the questionnaire:

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    Employee information: Basic details like the employees name, job title, department, but depending on the depth of your assessment, you may want to consider including variables like seniority in the company, previous job functions, or anything that you feel may correlate with the overall performance. Even though as an HR manager you may already have access to this information somewhere, It’s useful to include these in the questionnaire so they become part of the collected assessment data. If not, tools like Pointerpro seamlessly connect with databases thanks to Zapier, Make or APIs.
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    Performance categories: This comes down to creating question groups in your questionnaire. That doesn”t mean they necessarily need to be grouped for the respondent. Your assessment tool should allow you to group the questions to have performance scores as an outcome for different categories. For example: “communication,” “problem-solving,” “teamwork,” “technical skills, etc.”
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    Variety of question types: To keep the respondent engaged and focused on evaluating the employee’s performance as accurately as possible, it’s helpful to for instance vary between multiple choice questions, Likert scale questions, rating questions, ranking questions and also open questions. The latter won’t allow you to attribute any scores but it can be useful to highlight some qualitative feedback from a reviewer if you deliver a feedback report to the reviewed employee.

The goal of an employee performance review is ultimately always to move forward with the employee and get them to grow in their role, or in your organization. Don’t limit your employee performance review template to a list of questions. Automate the process by setting up automated PDF reports with conditional feedback, based on answers and custom scoring.

3 reasons to use Pointerpro as an employee performance review tool

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Interactive user experience

With the Questionnaire Builder, you get to create an engaging feedback form. How? With numerous design and layout options, useful widgets, and countless question types.

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Refined, score-based analysis

Our custom scoring engine helps you score different categories of the employee performance review. The result? An objective and nuanced assessment of your employee.

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Automated feedback in PDF

Thanks to your setup in the Report Builder, respondents instantly get a detailed PDF report: with helpful charts, a personalized analysis, and actionable tips.

3 distinct types of employee performance review templates

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    Employee review by manager: The employee review by a manager primarily focuses on assessing an employee’s performance, behavior, and contributions from the perspective of their direct supervisor. This type of review allows the manager to evaluate how well the employee has met job expectations, goals, and competencies. Thanks to a questionnaire format with score calculation - possibly determined by HR specialists - It provides the opportunity to objectively identify areas for improvement, and discuss potential career development opportunities.
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    Employee self-assessment: The focus here is on the employee’s own reflection on their performance, accomplishments, and areas where they feel they can improve. This type of review encourages employees to take ownership of their development and critically evaluate their strengths, weaknesses, and contributions. It also allows them to articulate their career goals and how they perceive their fit within the organization.
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    360 employee review: A 360-degree review can gather input from a range of respondents. For instance, the above-mentioned manager’s employee review and the employee’s self-assessment. Other common assessments included in a 360 employee review are peer assessments or assessments from customers (when relevant in the role). The main focus is on obtaining a holistic view of the employee's performance, particularly in areas like teamwork, leadership, and communication. It should provide a well-rounded perspective by incorporating different viewpoints, making it especially useful for evaluating interpersonal skills and leadership potential.

The employee performance review report: A professional development plan

The outcome from any questionnaire-based type of employee performance review should be a clear understanding of the employee’s strengths, areas for growth, and especially actionable next steps.  

It’s important to document this formally but also in a way that is accessible and functional for the employee. This is why automatic PDF report generation based on the employee assessment is so valuable.  

If done right, this PDF constitutes a full-blown, individual professional development plan for each employee. At the very least, it will foster a constructive dialogue between the manager and employee, and help them align expectations for future performance.

 

 

A professional development plan or report that takes into account the input from different assessments – in other words, a “360 review” – is technically an aggregate report. Pointerpro offers the feature in its Report Builder component on the assessment platform.

Key moments to send out employee performance reviews

As an HR leader, the timing of sending out employee performance reviews is crucial for ensuring the process is effective and well-received. The ideal timing depends on the context of the review—whether it’s part of a regular cycle, a special review , or related to specific company events. Here are some key considerations:

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    Annual or bi-annual reviews: For most organizations, performance reviews are conducted on an annual or bi-annual basis. Sending out reviews at the end of the fiscal year or midway through the year (e.g., June and December) is common. This timing aligns with company goals and allows for evaluating long-term projects and goals. In the case of “manual” reviews, you need to make sure to send out the employee performance reviews a few weeks before the evaluation period. If your review process is based on questionnaires with auto-generated feedback reports, you have more flexibility.
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    After significant events or projects: If performance reviews are tied to specific projects or milestones, send them out shortly after the completion of these events. This ensures that the feedback is timely and relevant, focusing on recent performance rather than waiting for the next formal review cycle.
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    Regular check-ins (quarterly or monthly): In organizations that emphasize continuous feedback, quarterly or even monthly performance reviews can be useful. These reviews should be sent out at the start of the relevant period, allowing for ongoing assessment and adjustment. Regular check-ins help keep performance aligned with company goals and provide more immediate feedback.
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    Before salary or promotion discussions: If performance reviews are linked to salary increases or promotions, they should be scheduled a few weeks prior to these discussions. This timing ensures that the review process informs decision-making and that employees understand how their performance impacts their compensation or career advancement.
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    Special circumstances: In cases of underperformance or organizational changes, performance reviews may need to be conducted outside of the regular schedule. Sending out these reviews promptly after identifying the need for intervention is critical to address issues early.

One key obstacle organizations tend to encounter? Coordinating the distribution of all these employee performance reviews. That’s why it’s good to have a distribution portal included in your assessment set up. It will allow HR to delegate distribution and follow-up to the relevant department managers, and still collect and centralize all the data and reports

 

 

What is a 30-60-90 employee performance review template?

30-60-90 employee performance review templates are structured around evaluating an employee’s performance and progress within the first 30, 60, and 90 days of their employment or a new role. 

Such templates are often used for onboarding new hires, employees transitioning to a new position, or during a probationary period. Each phase focuses on specific milestones, expectations, and objectives. Here’s how they differ:

 

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    30-day review (first month): The 30-day review focuses on the employee’s initial adjustment and learning within the company. At this stage, the review assesses how well the employee has acclimated to the organization’s culture, team dynamics, and role expectations. It also evaluates the completion of initial training and onboarding tasks, and the employee’s understanding of their responsibilities and company policies. This phase is about ensuring the employee is on the right track and feels supported in their new environment, with an emphasis on learning and integration.
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    60-day review (second month): By the 60-day mark, the employee should be transitioning from learning to actively contributing to their role. This review evaluates the employee’s growing proficiency in their responsibilities, assessing their ability to handle tasks independently and effectively. It also examines the progress made on initial goals and projects. Additionally, this review looks at how well the employee is integrating feedback from the 30-day review and how they are contributing to team efforts. At this point, the focus shifts more towards productivity and problem-solving within their role.
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    90-day review (third month): The 90-day review serves as a more comprehensive evaluation of the employee's performance and fit within the company. By this stage, the employee should be fully functional in their role, making significant contributions, and meeting or exceeding set expectations. This review assesses overall performance, goal achievement, and how well the employee has adapted to both the role and company culture. It’s also an opportunity to discuss long-term goals and career aspirations, ensuring alignment with the company’s objectives. This review often marks the end of the probationary period and sets the stage for ongoing performance evaluations.

30 employee performance review example questions

Here are 30 of the best employee performance review example questions divided into 3 categories:

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    10 employee performance review example questions for overall evaluation
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    10 strength focused employee performance review example questions
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    10 weakness focused employee performance review example questions

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10 employee performance review example questions for overall evaluation

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    How effectively does the employee meet their job responsibilities and expectations?
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    How well does the employee manage time and prioritize tasks?
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    How consistently does the employee contribute to team goals and collaborate with colleagues?
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    How effectively does the employee solve problems and make decisions?
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    How well does the employee communicate with team members, managers, and clients?
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    How proactive is the employee in taking on new challenges and responsibilities?
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    How well does the employee adapt to changes and unexpected situations?
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    How effectively does the employee contribute to a positive work environment and company culture?
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    How well does the employee demonstrate initiative and drive for continuous improvement?
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    How aligned is the employee with the company’s values and mission?

These employee performance review template questions cover key aspects of overall performance, including job responsibilities, teamwork, communication, problem-solving, and alignment with company values. The questions aim to prompt detailed evaluations of an employee’s work, encouraging both self-reflection and constructive feedback from supervisors.

10 strength focused employee performance review example questions

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    What are the employee's key strengths in their role?
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    How does the employee consistently demonstrate excellence in their work?
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    How does the employee's expertise contribute to the team's success?
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    In what areas does the employee regularly exceed expectations?
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    How effectively does the employee use their strengths to solve challenges?
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    How does the employee inspire others through their strengths?
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    How does the employee leverage their skills to drive innovation?
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    How does the employee's strength in communication impact team collaboration?
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    How does the employee consistently demonstrate leadership, regardless of their role?
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    How does the employee’s adaptability showcase their strengths in dynamic situations?

These strength-focused employee performance review template questions are designed to highlight and evaluate the areas where employees excel and consistently add value to the team and organization. The questions target specific strengths such as expertise, leadership, communication, and innovation, encouraging a positive and strengths-based approach to performance evaluations.

10 weakness focused employee performance review example questions

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    What areas of the employee's performance need improvement?
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    How does the employee handle tasks that are outside their comfort zone?
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    In what situations does the employee struggle to meet expectations?
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    How effectively does the employee respond to constructive feedback?
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    What skills or competencies does the employee need to develop further?
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    How does the employee manage time under pressure?
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    In what ways does the employee's communication need improvement?
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    How does the employee handle conflicts or difficult situations with colleagues?
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    Where does the employee need to improve their problem-solving abilities?
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    How well does the employee adapt to changes in processes or responsibilities?

These employee performance review template questions are designed to identify and evaluate areas where employees may need improvement or development. The questions target specific aspects such as handling difficult tasks, communication, adaptability, and response to feedback. The aim is to provide constructive insights into where employees can grow and how they can address their weaknesses.

9 advantages of a questionnaire based employee performance review to consider

Digital, questionnaire-based, and automated performance review systems not only streamline the process but also enhance the quality, accessibility, and effectiveness of employee evaluations.

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    Consistency and objectivity: Digital platforms standardize the review process, ensuring that all employees are evaluated using the same criteria, reducing bias and subjectivity. Automated systems eliminate the risk of inconsistent evaluations that can arise from human error or varying interpretations.
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    Time efficiency: Automated systems drastically reduce the time required for collecting, organizing, and analyzing performance data. Managers and HR professionals can focus on meaningful discussions and action plans rather than being bogged down by manual data entry and paperwork.
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    Real-time data access: Digital platforms allow for real-time tracking of performance data, enabling managers to access up-to-date information instantly. This allows for more timely interventions, ongoing feedback, and adjustments rather than waiting for annual reviews.
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    Enhanced analytics and insights: Automated reports can leverage advanced analytics, providing deeper insights into performance trends, strengths, and areas for improvement. This data-driven approach allows for better decision-making and the ability to spot patterns that manual reviews might miss.
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    Customizability and scalability: Digital platforms offer flexibility in designing and customizing questionnaires to fit specific roles, departments, or company needs. As the organization grows, the system can easily scale without adding complexity to the review process.
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    Integration with HR Systems: Digital performance reviews can be integrated with other HR systems, such as learning and development platforms or payroll software. This integration creates a holistic view of an employee's journey, from development opportunities to compensation adjustments, without manual cross-referencing.
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    Improved transparency and accountability: With digital reviews, the entire process - from questionnaire distribution to final reports -is transparent and trackable. Employees can access their feedback history, set goals, and track progress, making them more accountable for their development.
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    Employee engagement and empowerment: Certain aspects encourage employee participation, such as self-assessments and real-time feedback loops. This involvement can increase engagement, as employees feel more empowered in the review process and have a clearer understanding of their performance and goals.
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    Remote and flexible access: In a world increasingly embracing remote work, digital reviews can be conducted anytime, anywhere. Employees and managers can access the system from any device, allowing for greater flexibility in scheduling and ensuring that reviews are completed on time, regardless of location.

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What Pointerpro clients are saying

"We use Pointerpro for all types of surveys and assessments across our global business, and employees love its ease of use and flexible reporting."

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Jim McLean

Director at Alere

"I give the new report builder 5 stars for its easy of use. Anyone without coding experience can start creating automated personalized reports quickly."

Nicolas gounin

Nicolas Gounin

CFO & COO at Egg Science

"You guys have done a great job making this as easy to use as possible and still robust in functionality."

Dicksinson

Ryan Dicksinson

Account Director at Reed Talent Solutions

“It’s a great advantage to have formulas and the possibility for a really thorough analysis. There are hundreds of formulas, but the customer only sees the easy-to-read report. If you’re looking for something like that, it’s really nice to work with Pointerpro.”

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Sabine Wanmaker

Country Manager Netherlands at Better Minds at Work

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