mohitagw15856
117 lines
4.6 KiB
Markdown
117 lines
4.6 KiB
Markdown
---
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name: performance-review
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description: "Write structured, balanced performance reviews from bullet-point inputs. Use when asked to write a performance review, self-assessment, peer review, 360 feedback, or manager evaluation. Produces a complete, fair, professionally written review covering achievements, areas for growth, and development goals."
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---
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# Performance Review Skill
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This skill turns rough notes, bullet points, or bullet-point memories into a complete, professionally written performance review. Output is ready to submit or use as a strong first draft.
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## Required Inputs
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Ask the user for these if not provided:
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- **Review type** (Self-assessment / Manager review / Peer/360 / Upward feedback)
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- **Review period** (e.g. H1 2025, Q2 2025, Annual)
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- **Name of person being reviewed** (or "myself" for self-assessment)
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- **Role / level**
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- **Key achievements or notable work** (rough notes are fine)
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- **Areas where they struggled or could improve** (be honest — reviews without growth areas aren't credible)
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- **Key projects or deliverables from the period**
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- **Company values or competencies to assess against** (optional — if provided, structure the review around them)
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- **Overall rating/recommendation** (if the form requires one)
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## Output Structure
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---
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# Performance Review: [Name]
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**Role:** [Title / Level]
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**Review period:** [Period]
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**Review type:** [Manager / Self / Peer / Upward]
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**Reviewed by:** [If known]
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---
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## Overall Summary
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[3–5 sentences. High-level characterisation of the period. Acknowledge standout contributions. Be specific — use project names and outcomes, not vague praise. For self-assessments, this should reflect honestly on the period without underselling or overselling.]
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---
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## Achievements & Impact
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[3–5 achievements, each structured as:]
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**[Achievement title — specific and concrete]**
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[2–4 sentences. What was the context? What did [name] do specifically? What was the measurable or observable outcome? Avoid generic praise — every sentence should be something only this person could have done.]
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---
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## Strengths Demonstrated
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[3–4 bullet points. Each bullet = one strength, with one concrete example from the review period. No abstract traits without evidence.]
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- **[Strength]:** [Example — specific project or behaviour that demonstrated this]
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---
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## Areas for Growth
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[2–3 areas. Be direct and constructive — not vague. Frame as "opportunity to develop" not "failure." Each should include:]
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**[Area name]**
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- **Observed pattern:** [What was noticed — be specific, not personal]
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- **Why it matters:** [Impact on team, output, or career progression]
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- **Suggested development:** [One concrete action — e.g. "Take on [X] responsibility next half" or "Shadow [role] on [process]"]
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---
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## Development Goals for Next Period
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[2–3 goals. Format each as:]
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**Goal [N]:** [Clear, outcome-oriented goal]
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- **Why:** [Connection to growth areas or career aspirations]
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- **How to measure:** [What "done" looks like]
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- **Support needed:** [Resources, training, or manager input required]
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---
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## Competency Ratings (if framework provided)
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| Competency | Rating | Evidence |
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|---|---|---|
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| [Competency from company framework] | [Exceeds / Meets / Developing / Below] | [One-sentence example] |
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---
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## Closing Recommendation
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[2–3 sentences. For manager reviews: overall assessment and any promotion/compensation recommendation. For self-assessments: what you're asking for or committing to. For peer reviews: one sentence on what it's like to work with this person.]
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---
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## Writing Rules
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- Never use vague phrases: "strong communicator," "team player," "hardworking" — always back with evidence
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- Growth areas must be honest — reviewers who only write positives lose credibility and help no one
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- Use third person for manager/peer reviews, first person for self-assessments
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- Avoid jargon — "drove alignment" and "leveraged synergies" are meaningless. Use plain language.
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- If the user gives sparse notes, ask for one concrete example per achievement before writing
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## Quality Checks
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- [ ] Every achievement includes a specific outcome (not just activity)
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- [ ] Strengths have concrete examples from the review period
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- [ ] Growth areas are honest and constructive (not softened to meaninglessness)
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- [ ] Development goals are measurable
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- [ ] No vague phrases without evidence
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- [ ] Tone is professional and fair throughout
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## Example Trigger Phrases
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- "Write a performance review for [name] based on these notes: [paste notes]"
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- "Help me write my self-assessment for [period]"
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- "Draft a peer review for my colleague who did [description]"
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- "Turn these bullet points into a full performance review: [paste bullets]"
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