Performance Review Template — ASI AI Solutions

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Template Owner: People & Culture

Version: 1.0

Review Cycle: Annual (July–June)

Mid-Year Check-in: January

Review Cycle Overview

Annual Performance Review Cycle:

July: Goal-setting for the new review period. Manager and employee agree on objectives and OKRs.
January: Mid-year check-in. Progress review, feedback exchange, and goal adjustment.
May–June: Year-end review. Self-assessment and manager assessment completed. Review meeting held.
June: Calibration sessions across teams. Final ratings confirmed.
July: Outcomes communicated. Remuneration review (if applicable). New cycle begins.

Section A: Employee Details

Employee Name

[Full Name]

Employee ID

[ID Number]

Position Title

[Position]

Department / Team

[Department]

Manager Name

[Manager Name]

Review Period

[e.g., 1 July 2025 – 30 June 2026]

Date of Review Meeting

[Date]

Date of Commencement

[Start Date]

Section B: Self-Assessment (Completed by Employee)

Please reflect on your performance over the review period. Be specific and provide examples where possible.

B1. Key Achievements

What were your most significant accomplishments this period? How did they contribute to team and company objectives?

B2. Goals and OKR Progress

Review the goals/OKRs set at the start of the period. What progress did you make? Were any goals not achieved and why?

B3. Challenges and Learnings

What challenges did you face? What did you learn from them? How did you adapt?

B4. Collaboration and Values

How have you demonstrated the Company values (Integrity, Innovation, Collaboration, Accountability, Respect) in your work?

B5. Development and Growth

What skills or knowledge have you developed? What training or learning activities did you undertake?

B6. Support Needed

What additional support, resources, or changes would help you perform at your best?

Section C: Manager Assessment (Completed by Manager)

Provide an honest and balanced assessment. Reference specific examples and observable behaviours. Consider input from peers, stakeholders, and project outcomes.

C1. Summary of Performance

Provide an overall summary of the employee's performance during the review period, including key contributions and impact.

C2. Goals and OKR Assessment

Assess progress against each goal/OKR. Note any contextual factors that affected performance (e.g., scope changes, team changes).

C3. Strengths

What are this employee's key strengths? Where have they added the most value?

C4. Areas for Development

Where are the opportunities for growth? Be specific and constructive. Frame as forward-looking development rather than criticism.

C5. Values and Behaviours

How well has the employee demonstrated the Company's values and expected behaviours, including collaboration with peers and stakeholders?

C6. Additional Feedback (from peers/stakeholders, optional)

Summarise any relevant feedback received from peers, cross-functional stakeholders, or clients.

Section D: Goals & OKRs for Next Period

Set 3–5 objectives using the OKR (Objectives and Key Results) framework. Objectives should be ambitious and qualitative. Key Results should be specific and measurable.

#	Objective	Key Results	Timeline	Weight
1	[e.g., Improve platform reliability]	KR1: Reduce P1 incidents by 40% KR2: Achieve 99.9% uptime KR3: Complete DR test by Q2	Jul–Jun	30%
2
3
4
5

Section E: Competency Ratings

Rate the employee against each competency using the 5-point scale below. Competencies are aligned to Company values.

Rating Scale

1
Does Not Meet
Expectations

2
Partially Meets
Expectations

3
Meets
Expectations

4
Exceeds
Expectations

5
Significantly
Exceeds

Competency (Value)	Description	Self	Mgr
Technical Excellence (Innovation)	Applies technical knowledge and skills effectively. Stays current with industry developments. Delivers quality work.
Problem Solving & Innovation (Innovation)	Approaches challenges creatively. Identifies root causes. Proposes practical solutions. Embraces new technologies and methods.
Communication (Collaboration)	Communicates clearly and effectively with diverse audiences. Listens actively. Provides constructive feedback. Documents work well.
Teamwork & Collaboration (Collaboration)	Works effectively with others. Shares knowledge. Supports team members. Builds positive working relationships across teams.
Ownership & Accountability (Accountability)	Takes ownership of outcomes. Meets commitments. Proactively raises risks. Holds themselves and others accountable.
Customer Focus (Integrity)	Understands customer needs. Delivers value. Maintains strong client relationships. Acts with integrity in all interactions.
Leadership & Influence (Respect)	Leads by example. Mentors and develops others. Influences positively. Creates an inclusive team environment.
Adaptability & Growth Mindset (Innovation)	Embraces change. Learns from setbacks. Seeks feedback. Continuously improves skills and knowledge.

Section F: Development Plan

Identify 2–3 areas for development and specific actions to support growth. Development activities may include formal training, on-the-job learning, mentoring, stretch assignments, or self-directed study.

Development Area	Action / Activity	Target Date	Support Required

Section G: Career Discussion

G1. Career Aspirations (Employee)

Where do you see your career heading in the next 1–3 years? What roles or responsibilities interest you?

G2. Manager's Perspective

What career pathways or growth opportunities exist for this employee within the Company? What steps would support their progression?

Section H: Overall Rating

Rating	Description	Selected
1 — Does Not Meet Expectations	Performance is significantly below expectations for the role. Immediate and sustained improvement is required. A Performance Improvement Plan (PIP) may be initiated.
2 — Partially Meets Expectations	Performance is below expectations in key areas. Development and improvement are needed in the next period. Close monitoring with regular check-ins.
3 — Meets Expectations	Performance consistently meets the expectations of the role. The employee is a reliable and valued contributor. This is the expected standard for competent performance.
4 — Exceeds Expectations	Performance frequently exceeds expectations. The employee has made a significant positive impact beyond their core role requirements.
5 — Significantly Exceeds Expectations	Exceptional performance across all areas. The employee has delivered outstanding results and demonstrated exemplary leadership and impact. This rating is rare and reserved for truly exceptional contributions.

Calibration Guidance

Ratings are subject to calibration across teams to ensure consistency and fairness. The expected distribution is approximately: 5–10% rating 1–2, 60–70% rating 3, 20–25% rating 4, and 5% rating 5. Calibration is a guide, not a forced distribution — it should not override genuine individual assessment.

Section I: Comments and Sign-Off

Employee Comments

The employee may add any comments, reflections, or areas of disagreement with the review.

Manager Comments

Any additional manager comments.

Employee Signature

Name: ______________________

Date: ______________________

Manager Signature

Name: ______________________

Date: ______________________

Signing this review indicates that the review meeting has taken place and the content has been discussed. The employee's signature does not necessarily indicate agreement with the assessment.

Appendix: Mid-Year Check-In Template

Mid-Year Check-In (January)

A lighter-weight conversation to review progress, provide feedback, and adjust goals. Completed jointly during a 1:1 meeting.

Employee Name

[Name]

Date

[Date]

1. Progress Against Goals / OKRs

Review each goal. What's on track? What's at risk? Any goals to add, modify, or remove?

2. Wins and Highlights

Key accomplishments since the last review or check-in.

3. Challenges and Blockers

What obstacles are you facing? How can your manager help remove them?

4. Feedback Exchange

Manager to employee / Employee to manager. What's going well? What could be improved?

5. Development Progress

Update on development plan actions. Any new learning needs?

6. Wellbeing Check

How are you going? Is your workload manageable? Is there anything affecting your wellbeing or engagement?

7. Agreed Actions

List any actions or adjustments agreed during this check-in.