# Performance Evaluation Template: Free Form and Examples > Use a free performance evaluation template to run employee reviews. Get a step-by-step guide, rating scale ideas, questions, an example, and goal-setting. Source: https://asana.com/resources/performance-evaluation-template ## Performance evaluation template: Free form and examples #### Summary Using a performance evaluation template can make your review process more consistent and help you have better conversations with your team. In this guide, you’ll find free templates, clear instructions, and examples to support fair and effective reviews.Performance evaluations don't have to be stressful. With the right template, you can transform reviews into productive conversations that focus on future [goals](/resources/goals) rather than past mistakes. In this guide, you'll learn how to create a performance evaluation template that provides structure, reduces anxiety, and supports your team's growth. ## What is a performance evaluation? A performance evaluation is a formal check-in process used to assess team members based on their past work and [provide feedback](/resources/tips-giving-feedback) for future success. Also called a performance review, an evaluation typically occurs quarterly, biannually, or annually. During the review, managers assess competencies, discuss specific examples of strengths and areas for improvement, and set goals for the next period. ### Performance evaluations as self-assessments Performance evaluations give team members a chance to grow. They open up conversations about each person’s impact and how they can keep moving forward in their role. Many performance evaluation templates include a self-assessment section. This lets team members take charge of their own growth by sharing their successes and goals. You can begin the review by asking what they feel they’re doing well and where they want to improve. - [Free performance review template](https://assets.asana.biz/m/22f6a098369d1ce8/original/peformance-evaluation-template.pdf) ## Why use a performance evaluation template Using a standard template for performance reviews makes the process fair and consistent for everyone. It gives you a clear structure so each review is focused, complete, and as unbiased as possible. Here are the key benefits of using a performance evaluation template: - **Create consistency:** Ensure every employee is evaluated using the same criteria, promoting fairness and reducing bias across your organization. - **Save time:** Give managers a ready-to-use format so they can focus on delivering [quality feedback](/resources/employee-feedback-examples) rather than building documents from scratch. - **Improve documentation:** Keep clear, organized records of performance discussions, goals, and development plans for future reference. - **Set clear expectations:** Help employees understand exactly how they'll be assessed, reducing anxiety and encouraging open dialogue. - **Support growth:** Provide a structured way to identify strengths, areas for improvement, and career development opportunities. ## How do you write a performance evaluation? A performance evaluation template can help you prepare for the evaluation process by giving you a standardized format to follow. Make sure your team members see the template in advance so they know what the conversation will be about. Explore our [employee performance review template](/templates/performance-review) to guide fair, productive discussions. ### 1. Identify core competencies Your performance evaluation template should fit your team’s needs, but it’s also important to keep it consistent for fairness. Think about which skills and qualities matter most for your whole department. Core competencies that can measure performance in various [team roles](/resources/team-roles) include: - Knowledge of [job skills](/resources/hard-skills-vs-soft-skills) - Quality/quantity of work - Customer service skills - Attendance - Initiative - Inclusiveness You can also add a section to the evaluation form for setting specific goals and having more in-depth discussions. **Tip:** Add sub-competencies under each category to make your evaluation more detailed. For example, under "quality/quantity of work," you might include: looks for ways to improve quality, completes all duties, achieves goals, and meets deadlines. ### 2. Choose a rating scale After picking the competencies for your evaluation template, decide how you’ll rate your team members. A rating scale is helpful in two main ways: - Provides a shared language to discuss successes and strengths versus areas of opportunity. - Provides something to look back on and see team members' career growth. Try not to use a numerical scale. This helps team members focus on their skills and growth instead of just a score. **Rating scale example:** - Exceeds expectations - Often exceeds expectations - Consistently meets expectations - Needs development Be sure everyone understands what each rating means. For example, people might see "consistently meets expectations" differently, so clear definitions help everyone have a better, more productive conversation. ### 3. Set an evaluation cycle Choosing an evaluation cycle lets you and your team know how much time you have to prepare between reviews. Common cycles are every few months or once a year, and your company might already have a set schedule. Some review periods are better for [short-term goals](/resources/short-term-goals), while others focus on [long-term goals](/resources/long-term-goals). Once you've set your evaluation cycle, it's important to stick to it so everyone knows what to expect moving forward. **Tip:** You can also take advantage of the time you have between evaluation cycles to observe job performance in action and offer opportunities for [professional development](/resources/professional-development-plan). - [Read: 15 types of employee performance reviews (with templates and examples)](/resources/employee-performance-review-template) ### 4. Prepare a list of questions Once you have your performance evaluation template ready, you can start preparing for one-on-one meetings with your team. Here are some questions you might ask: - What is something from this quarter that you're proud of? - Which goals did you meet? Which goals fell short? - What are two or three things you can focus on next quarter to help you grow professionally? To make evaluation meetings less stressful, use the same set of questions for everyone. **Tip:** Pick questions that help team members reflect on their progress and goals. These conversations let them talk about challenges and celebrate their achievements. - [Read: 4 ways to establish roles and responsibilities for team success](/resources/roles-and-responsibilities) ### 5. Share questions in advance The best way to prepare team members for a performance evaluation meeting is to let them know up front that it's happening and what they can expect. Sharing the questions you've prepared in advance can give everyone time to think about them and process them. You can also share the review format with them so they can get an idea of how the conversation will go. **Tip:** In addition to sharing the questions with your team members, you can let them know what to expect by asking about their accomplishments during the interim between evaluation cycles. ### 6. Have the conversation Set aside dedicated time outside your traditional meetings for your performance evaluations. Plan to meet individually with each team member for 30-45 minutes. If possible, give your team members about a week's notice so they can plan for them. **Tip:** Don't forget to ask team members for their opinions during the conversation. Aside from the standard questions about past performance and future goals, ask for feedback about your [management style](/resources/management-styles) or the [company culture](/resources/types-organizational-culture). - [Read: Don’t like giving feedback? These 20 tips are for you](/resources/tips-giving-feedback) ### 7. Create a goal-setting process The questions you ask team members during evaluations should flow into [goal-setting sessions](/templates/goal-setting). When you end the performance review process with a set goal, team members have a clear idea of what they need to work on between evaluations. Two goal-setting options include [SMART goals](/resources/smart-goals) and [OKRs](/resources/setting-okrs): **SMART goals:** - Specific - Measurable - Achievable - Realistic - Timebound **OKRs:** Objective 1 - Key result 1 - Key result 2 - Key result 3 After you give team members a way to follow, let them be the visionaries of their goals while you facilitate. **Tip:** When you take a backseat in the goal-setting process, your team members will feel more in control of their future growth. ### 8. Be open to feedback You should always ask team members about your performance as a manager so you can continue to meet their needs. Sometimes, team members won't feel comfortable providing honest feedback in a 1:1 meeting. So if you want genuine responses, consider asking for feedback anonymously: - Send an anonymous survey - Set up a physical or virtual comment box - Hold a team feedback meeting Emphasize that you're open to any feedback your team members have, whether positive or constructive. **Tip:** If you're having trouble coming up with ways to get team feedback, ask your co-workers what methods they use. Other managers may have strategies to share and ideas for evaluation templates. - [Read: How to give and take constructive criticism](/resources/constructive-criticism) ## Performance evaluation template and example Below, you'll see a filled-out example of what a performance evaluation template may look like. You can offer this template as a [self-assessment](/resources/self-evaluation-template) for team members, which should spark meaningful discussion about their work progress and future goals. You can download a blank version of this performance evaluation template below to customize it for your company and department. ## Types of employee performance review templates Different situations call for different review formats. Here's a quick overview of the most common performance evaluation templates: - [Read: 9 ways to improve your team’s efficiency at work](https://asana.com/resources/ways-improve-team-efficiency-work) **Template type** **Best for** **Frequency** Simple performance review Routine assessments, new managers Quarterly or annually Self-evaluation form Employee self-reflection Any review cycle Peer review template Collaborative team feedback Quarterly or biannually 30-60-90 review New hire onboarding First 90 days 360-degree feedback Comprehensive leadership reviews Annually Quarterly review Short-term goal tracking Every 3 months Annual review Long-term performance and career planning Yearly ### Simple performance review template A simple performance review is an essential tool for any human resources professional or team leader. It's designed to streamline the evaluation process by focusing on key performance indicators (KPIs) and core competencies. This template is handy for routine assessments and is a great starting point for those new to performance evaluations. **Example:** A sales associate might be evaluated on specific key performance indicators (KPIs) such as sales volume and customer satisfaction, providing clear metrics for assessment and discussion. ### Self-evaluation form The self-evaluation form encourages employees to reflect on their performance. This form allows individuals to assess their own performance, highlighting their achievements and identifying [areas of improvement](/resources/needs-assessment). **Example**: A software developer could use the form to reflect on their completed projects, improvements in coding proficiency, and contributions to teamwork. By integrating self-assessments into your performance evaluation form, you can foster a culture of self-awareness and continuous development. - [Read: Download this free self-evaluation template](https://asana.com/resources/self-evaluation-template) ### Peer review template The peer review template fosters a collaborative review process in which employees can provide feedback on their coworkers'performance. Peer reviews complement traditional performance evaluation forms by adding depth to the understanding of an employee's impact within the team. **Example:** A graphic designer might receive feedback from their peers on their creativity, ability to meet deadlines, and collaboration on team projects. - [Read: 19 unconscious biases to overcome and help promote inclusivity](https://asana.com/resources/unconscious-bias-examples) ### 30-60-90 review template Designed for new hires, the 30-60-90 review template sets clear milestones for the first 90 days of employment. It's a flexible tool that helps managers and employees establish mutual performance expectations and goals. **Example**: A new marketing specialist is expected to learn the company's marketing strategy within the first 30 days, contribute to a campaign by the 60th day, and lead a small project by the 90th day. The 30-60-90 review focuses on: - **Quality of work:** Assessing output against job requirements - **Job alignment:** Ensuring the role matches the job description - **Career development:** Building a mentoring plan for long-term growth - [Read: Boost team engagement with an employee survey](https://asana.com/resources/employee-survey-template) ### 360-degree feedback template The 360-degree feedback template is a comprehensive approach to performance evaluation that incorporates feedback from supervisors, peers, subordinates, and, sometimes, clients. This holistic view provides a well-rounded perspective on employees' strengths and areas for improvement. **Example:** A team leader's 360-degree feedback reveals low communication skills compared to other areas. Based on this, they're placed on a performance improvement plan that includes targeted workshops and mentoring sessions to address the gap. ### Quarterly performance review template By focusing on short-term goals and achievements, the quarterly performance review template enables more frequent assessments of an employee's progress. Quarterly reviews are an excellent way to keep employees motivated and aligned with the company's strategic direction. **Example**: A project manager might be evaluated on their ability to meet project milestones, with adjustments made to their next-quarter goals based on the latest [project outcomes and feedback](/resources/project-feedback). ### Annual performance review template The annual performance review template provides a comprehensive overview of an employee's performance over the year. It's an opportunity to reflect on long-term achievements, set future goals, and discuss career development opportunities. Incorporating feedback from this template into the next performance review ensures continuous improvement and effective performance management. **Example**: An employee who has consistently met their sales targets throughout the year receives acknowledgment of this achievement, plus discussion of areas for further growth, such as higher targets or new responsibilities. ## Why performance evaluations are important Performance evaluations are important for both managers and team members because, when work gets hectic, [communication](/resources/effective-communication-workplace) can fall short. Team members need scheduled FaceTime for individual feedback to stay on track and grow. Performance evaluations can provide the following benefits: **For managers:** - Informs hiring practices - Offers feedback on management style - Provides updates on team member wellbeing **For team members:** - Improves communication with leadership - Provides a safe space to address concerns - Offers feedback on individual performance While performance evaluations can feel nerve-wracking, they're also motivating and give team members clarity on how to improve. Over time, thoughtful performance evaluations build trust and show your team members that you support them and their career paths. ## One-on-one meetings Performance evaluation templates work well for in-person meetings, but with many teams now [working remotely](/resources/hybrid-remote-work), online tools are essential. Virtual one-on-one meeting agendas help you stay connected with team members and build psychological safety. Regular one-on-ones set the foundation for more productive formal reviews by: - **Building trust:** Consistent check-ins show you're invested in your team's success. - **Enabling casual feedback:** Address issues early before they become larger problems. - **Reducing review anxiety:** When feedback is ongoing, formal evaluations feel less intimidating. Think of one-on-ones as your team member's time. Set aside 30 minutes for them to discuss whatever is most beneficial, whether that's brainstorming solutions or simply unwinding. - [Read: How to have effective one-on-one meetings](https://asana.com/resources/one-on-one-meeting) ## Enhance performance evaluations with goal-setting software Goal-setting software enhances performance evaluations by keeping teams focused on progress rather than past performance. With Asana, your team receives frequent updates on their goals, which reduces pressure when review time arrives. [Get started](/create-account) today to connect your team's daily work to meaningful goals. ## Frequently asked questions about performance evaluation templates #### How do you write a good performance evaluation? A good performance evaluation uses specific examples to highlight achievements and growth areas, then ties feedback to actionable next steps. Focus on behaviors and outcomes rather than personality traits. #### What are the key components of an effective performance review? An effective performance review includes core competency assessments, a clear rating scale, specific examples, a self-assessment component, goal-setting, and space for two-way dialogue. #### How often should performance evaluations be conducted? The most common cycles are quarterly, biannually, and annually. Many companies combine formal annual reviews with lighter quarterly check-ins to balance depth with frequency. #### What are examples of performance assessment types? Common types include simple reviews, self-evaluations, peer reviews, 360-degree feedback, 30-60-90 day reviews for new hires, and quarterly or annual reviews. - [Inspire & Impact Collection](/resources/inspire-employee-impact) - [8 tips for doing macromanagement the right way](/resources/macromanagement) Leadership Inspire & Impact Collection #### Writer When deadlines are approaching, it can be tempting to step in and handle your team's work yourself. However, this approach, known as micromanagement, can actually limit creativity ... - [Beyond the buzzword: How to build team synergy](/resources/what-is-synergy) Inspire & Impact Collection #### Writer Business buzzwords often get criticized. Terms like freemium and hyper local are used so much that they start to lose their meaning. If you search online, you'll find many lists o ... - [16 management techniques to boost team engagement](/resources/management-techniques) Leadership Inspire & Impact Collection #### Content writer Management isn't just about giving orders. You need to handle people, projects, and time. Each requires a different approach, but together, they shape how successful your work wil ... - [4 steps to create an effective onboarding process](/resources/employee-onboarding-process) Inspire & Impact Collection Hybrid and remote work #### Content Writer You've invested time and resources to hire the best candidate. Now it's time to help them succeed with a structured employee onboarding process.Onboarding is more than just traini ... - [8 steps to create a performance evaluation template](/resources/performance-evaluation-template) Inspire & Impact Collection Work management - [Content writer](/author/team-asana) Performance evaluations don't have to be stressful. With the right template, you can transform reviews into productive conversations that focus on future goals rather than past mi ...