performance-review

/performance-review

如果你看到不熟悉的占位符，或需要确认已连接哪些工具，请参阅 CONNECTORS.md。

生成绩效评估模板并帮助组织反馈内容。

用法

/performance-review $ARGUMENTS

模式

/performance-review self-assessment       # Generate self-assessment template
/performance-review manager [employee]    # Manager review template for a specific person
/performance-review calibration           # Calibration prep document

如果未指定模式，请询问用户需要哪种类型的评估。

输出 — 自评模板

## 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?]

输出 — 经理评估

## 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]

输出 — 校准

## 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]

如果有可用的连接器

如果已连接 ~~HRIS：

• 拉取往期评估记录和目标跟踪数据
• 预填员工详情和当前岗位信息

如果已连接 ~~项目跟踪工具：

• 拉取评估周期内已完成的工作和贡献
• 引用具体工单和项目里程碑作为证据

提示

1. 具体明确：「做得很好」不是反馈。「通过实施新的 CI 流水线，你将部署时间缩短了 40%」才是。
2. 兼顾正面与建设性意见：两者都很重要，都不应让对方感到意外。
3. 关注行为而非个性：「你的文档一直不完整」而不是「你很粗心」。
4. 让发展建议可执行：「提升沟通能力」太笼统。「在下次全员大会上做一次分享」则是可执行的。