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Performance Review Document
I need a performance review document for an employee with 3 years of service, focusing on achieving quarterly sales targets, professional development goals, and feedback on teamwork and leadership skills.
What is a Performance Review Document?
A Performance Review Document records and evaluates an employee's work accomplishments, skills, and growth over a specific time period. It creates a formal record of job performance that managers and HR teams use to make decisions about raises, promotions, and professional development opportunities.
These documents help protect both employers and employees by establishing clear performance standards and documenting feedback. Many U.S. companies conduct reviews annually or quarterly, following guidelines from state labor laws and EEOC requirements. A well-written performance review includes specific examples, measurable goals, and actionable feedback while avoiding discriminatory language or unfair comparisons.
When should you use a Performance Review Document?
Use Performance Review Documents during key employment milestones - typically at the end of probation periods, quarterly check-ins, or annual reviews. These formal evaluations become essential when considering promotions, addressing performance concerns, or documenting progress toward professional goals.
Schedule reviews ahead of compensation discussions, during succession planning, or before major organizational changes. Regular documentation helps meet federal employment standards and creates a clear paper trail for HR decisions. Many companies time their reviews to align with fiscal year planning, ensuring performance data directly supports budget and staffing choices.
What are the different types of Performance Review Document?
- Simple Performance Evaluation Form: Basic format focusing on core job duties and overall performance metrics
- 360 Degree Performance Appraisal Form: Comprehensive feedback from supervisors, peers, and subordinates
- Self Appraisal Form: Employee-completed assessment of their own performance and goals
- Supplier Evaluation Form: Specialized review for vendor performance and relationship management
- Kitchen Employee Evaluation Form: Industry-specific evaluation for food service staff competencies
Who should typically use a Performance Review Document?
- HR Managers: Create review templates, schedule evaluations, and ensure compliance with employment laws and company policies
- Direct Supervisors: Complete performance assessments, provide specific feedback, and document progress toward goals
- Employees: Receive feedback, contribute self-evaluations, and sign off on final review documentation
- Senior Management: Use review data for promotion decisions, compensation planning, and workforce development
- Legal Department: Review forms for compliance, help address performance issues, and protect against discrimination claims
How do you write a Performance Review Document?
- Job Description Review: Gather current role requirements, key responsibilities, and performance metrics
- Performance Data: Collect specific examples of achievements, challenges, and project outcomes
- Goal Documentation: List previous goals and their completion status, plus new objectives for the coming period
- Company Standards: Reference your organization's evaluation criteria and rating scales
- Legal Compliance: Our platform ensures your review document includes required elements and avoids discriminatory language
- Timeline Planning: Schedule adequate time for employee self-assessment and manager preparation
What should be included in a Performance Review Document?
- Employee Information: Full name, position, department, and review period dates
- Performance Criteria: Clear, measurable standards aligned with job responsibilities
- Rating System: Defined evaluation scale with objective descriptions for each level
- Development Goals: Specific, time-bound objectives for future improvement
- Acknowledgment Section: Space for employee and manager signatures, dates, and comments
- Non-Discrimination Statement: Language ensuring evaluations comply with EEO guidelines
- Review Process: Description of appeal procedures and next performance review date
What's the difference between a Performance Review Document and a Performance Improvement Plan?
A Performance Review Document often gets confused with a Performance Improvement Plan, but they serve different purposes in employee management. While both deal with employee performance, their timing, focus, and legal implications differ significantly.
- Purpose and Timing: Performance Reviews are routine evaluations conducted at regular intervals for all employees, while PIPs specifically address underperforming employees and outline required improvements
- Legal Impact: Performance Reviews document general career development and compensation decisions, whereas PIPs often serve as formal documentation before potential termination
- Content Structure: Reviews cover broad performance metrics and future goals, while PIPs focus on specific deficiencies and mandatory improvement targets with deadlines
- Duration: Reviews typically look back over months or a year, while PIPs set short-term objectives for immediate improvement, usually 30-90 days
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