Purpose: Provide a structured, fair, and developmental process for evaluating performance at all levels (executives, managers, frontline). The templates cover regular feedback cycles (quarterly check-ins, mid-year, and annual reviews), using a combination of self-assessment, manager assessment, and 360° feedback.
- Goals & KPI Review Section: At review time, the employee’s OKRs and key metrics (which live in the OKR tracker) are referenced. The template pulls in their objectives and shows the final results (percent achieved, commentary). This grounds the review in results (outcomes) rather than subjective hours or effort.
- Self-Assessment Form: A page template each employee fills out, guided by prompts:
- Achievements: List major accomplishments since the last review, ideally tied to their OKRs or project deliverables. Encourage quantification (e.g. “Implemented new donor email sequence, increasing response rates by 10%”).
- Challenges/Lessons: Reflection on things that didn’t go as well and what was learned or could be improved. This fosters an open, blame-free discussion of mistakes (reinforcing that bias for action sometimes means taking informed risks and learning from failures).
- Feedback for the Team/Company: One or two points the employee wants to share upward or cross-team – this invites bottom-up feedback and signals that leadership is open to hearing it.
- Development Needs & Goals: Outline skills they want to build or career goals, which helps in creating growth plans.
- Manager Assessment Form: The manager has a corresponding template to evaluate their direct report:
- Goal Performance: Narrative on how the person performed against expectations/OKRs (e.g. exceeding, meeting, or missing targets, with context).
- Competencies/Behavior: A standardized list of core competencies (could be company values or role-specific skills) with a rating or brief comment for each. For example, competencies might include “Customer Focus”, “Collaboration”, “Ownership & Reliability”, “Innovation”. The manager provides examples: “Demonstrated customer obsession by personally calling 5 donors for feedback, which led to improvements in our event process”.
- Areas for Improvement: Constructive critique on where to improve. Transparent feedback is encouraged – managers are trained to be honest and specific. If something affected performance, it should not be a surprise in this review (issues should have been noted earlier in 1:1s), but it’s documented here formally.
- Potential & Career: Comments on the employee’s potential, readiness for more responsibility, or specific career path suggestions.
- Overall Rating: A 5 point scale.
- 360-Degree Feedback: Include a Peer Feedback Form that can be sent to a few colleagues (peers, cross-functional partners, or for managers, their direct reports for upward feedback). This form asks: “What does this person do well that should be continued?” and “What could they improve or start doing?” The process explicitly encourages that any team member can give feedback to any other, at any level.
- Review Meeting Template: A structured agenda for the actual performance conversation (often a 1:1 meeting to discuss the review). It outlines:
- Start with employee’s self-assessment highlights (let them speak first).
- Manager adds their perspective and goes through each section (celebrate wins, discuss gaps).
- Exchange on feedback – including the employee’s feedback upward (managers should listen and respond).
- Agree on action items: updated goals or training or role adjustments. Document these as checkboxes in Notion so they can be tracked (and perhaps revisited in the next 1:1 meetings).
By having a standard template, you ensure each person is evaluated on known criteria and company values. Making portions of feedback visible (some companies even share peer feedback openly within the team) can reinforce a culture of trust and collective improvement.
The templates can be used in a semi-annual formal review and adapted for lighter quarterly check-ins. A quarterly “mini-review” template might just have the OKR results and a short manager comment, mainly to course-correct quickly instead of waiting all year.