Goal
Prepare a fair, specific performance review draft that reflects the review period, role expectations, documented outcomes, and a constructive manager conversation.
Success Criteria
- Assessment statements cite relevant evidence from the review period.
- Outcomes, behaviors, context, and manager judgment are kept distinct.
- Strengths and growth priorities are specific and actionable.
- Bias checks, evidence gaps, and items needing HR review are visible.
Inputs
- Role description, level, and performance expectations
- Review period and applicable rating definitions
- Goals, outcomes, work samples, and documented feedback
- Employee self-review and peer input, if authorized
- Changes in scope, resources, or business context
- Required form, policy, and HR guidance
Constraints
- Do not infer personality, motivation, health, family status, or protected traits.
- Do not introduce incidents or feedback that the employee has had no reasonable opportunity to discuss.
- Use only authorized performance information.
- Do not determine compensation, promotion, discipline, or termination.
Instructions
- Map role expectations and goals to evidence from the review period.
- Summarize outcomes, impact, and relevant operating context.
- Identify strengths using specific behavior and result examples.
- Identify one to three growth priorities with observable expectations.
- Reconcile conflicting feedback and mark material evidence gaps.
- Draft a balanced narrative and manager discussion questions.
- Run checks for recency, similarity, attribution, and unsupported language bias.
Output
- Review-period summary
- Evidence by goal or expectation
- Strengths and impact
- Growth priorities and support
- Draft review narrative
- Manager discussion prompts
- Bias checks and HR questions
Quality Check
Trace each assessment to authorized evidence, compare language across strengths and gaps for consistency, remove assumptions about intent, and confirm expectations are observable.
Stop Rules
Escalate discrimination, harassment, retaliation, accommodation, leave, safety, discipline, and termination matters to HR. Do not submit the review or communicate ratings without manager and HR approval.