Performance Review
AnthropicOfficialPublished by Anthropic
- Skill
- Content generator
- Business and productivity
- Apache-2.0
- No issues found
AutoGineer summary
Written by AutoGineer from the skill’s own files, not by the author
The performance-review skill provides a structured framework for managing the employee review cycle. It generates standardized templates for self-assessments, manager-led performance evaluations, and calibration meeting preparation. By focusing on specific behavioral examples and measurable outcomes, the skill helps managers and employees create clear, actionable documentation for performance discussions, promotion cases, and compensation planning.
What it does
- Generates a self-assessment template for employees to document accomplishments and growth.
- Creates a structured manager review template for evaluating direct reports.
- Provides a calibration prep document to organize team ratings and promotion justifications.
- Offers guidance on transforming vague feedback into specific, actionable behavioral examples.
- Supports integration with HRIS and project tracking tools to pull historical data and project milestones.
When to use it
- At the start of a performance review cycle for both managers and individual contributors.
- When preparing for calibration meetings to ensure rating consistency across a team.
- When writing formal performance evaluations for direct reports.
- When an employee needs a structured format to document their own achievements and growth areas.
- When justifying promotion cases or compensation adjustments during review periods.
Advantages
- Standardizes the review process across the organization.
- Encourages evidence-based feedback rather than subjective personality assessments.
- Simplifies the preparation for complex calibration and promotion discussions.
- Helps bridge the gap between vague feedback and actionable development plans.
Usage examples
- “/performance-review self-assessment”
- Generates a template with sections for key accomplishments, goal review, growth areas, challenges, and future goals.
- “/performance-review manager Jane Doe”
- Produces a structured review document for Jane Doe including performance summary, strengths, development areas, and compensation recommendations.
- “/performance-review calibration”
- Creates a calibration prep document with tables for team rating distribution, promotion candidates, and discussion points.
Install
Download the skill as a ZIP:
https://autogineer.com/agent-skills/anthropics/performance-review/downloadUnzip it into the cross-client skills folder of your project:
mkdir -p .agents/skills && unzip performance-review.zip -d .agents/skills
Documentation by Anthropic
/performance-review
If you see unfamiliar placeholders or need to check which tools are connected, see CONNECTORS.md.
Generate performance review templates and help structure feedback.
Usage
/performance-review $ARGUMENTSModes
/performance-review self-assessment # Generate self-assessment template
/performance-review manager [employee] # Manager review template for a specific person
/performance-review calibration # Calibration prep documentIf no mode is specified, ask what type of review they need.
Output — Self-Assessment Template
## 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
## 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
## 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 Notes
[Context the calibration group should know — team changes, org shifts, project impacts]If Connectors Available
If ~~HRIS is connected:
Pull prior review history and goal tracking data
Pre-populate employee details and current role information
If ~~project tracker is connected:
Pull completed work and contributions for the review period
Reference specific tickets and project milestones as evidence
Tips
Be specific — "Great job" isn't feedback. "You reduced deploy time 40% by implementing the new CI pipeline" is.
Balance positive and constructive — Both are essential. Neither should be a surprise.
Focus on behaviors, not personality — "Your documentation has been incomplete" vs. "You're careless."
Make development actionable — "Improve communication" is vague. "Present at the next team all-hands" is actionable.
Files
- ATTRIBUTION.mdAdded by AutoGineer918 B
- LICENSELicence file added by AutoGineer11.3 KiB
- SKILL.md4.8 KiB
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Requirements and compatibility
Written for: Claude Code, Claude apps
Works with: Claude Code, Claude apps, OpenAI Codex, GitHub Copilot, Cursor, Gemini CLI, Kiro, OpenCode, Goose, Amp, Roo Code, JetBrains Junie, Factory Droid, Devin (ex-Windsurf), Mistral Vibe, OpenHands, Letta
“Works with” means the tool reads the open Agent Skills format; a skill written for one tool may use features others lack.
Needs: Claude Code frontmatter
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Attribution and licence
- Published by
- Anthropic
- Publisher
- Anthropic (Official)
- Source
- anthropics/knowledge-work-plugins · human-resources/skills/performance-review · commit e050c2e
- Licence
- Apache License 2.0 (redistribution allowed)
- LICENSE (added by AutoGineer from LICENSE)
- ATTRIBUTION.md (written by AutoGineer)
- Synced
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