How I Use AI to Write Unbiased Performance Reviews at Scale - Part 2

# Performance Review 2025 - **{{ EMPLOYEE_NAME }}**

## Employee Information
**Instructions:** Fill in the basic information below. This will auto-populate throughout the review.

- **EMPLOYEE_NAME**: EMPLOYEE_NAME
- **POSITION**: EMPLOYEE_POSITION
- **DEPARTMENT**: EMPLOYEE_DEPARTMENT
- **REVIEW_PERIOD**: [January 2025 - December 2025]
- **EMPLOYEE_IMPACT_LEVEL**: 
- **EMPLOYEE_LEAD_LEVEL**: 
- **PERFORMANCE_REVIEW**: 2025
- **COMPANY_SMART_PDF**: 01_SMART.pdf
- **COMPANY_WHAT_PDF**: 02_WHAT.pdf
- **COMPANY_HOW_PDF**: 03_HOW.pdf
- **COMPANY_PLD_PDF**: 04_PLD.pdf
- **EMPLOYEE_PERFORMANCE_REVIEW_PDF**: 05_EMPLOYEE_NAME_PR_2025.pdf

---
## Business Objectives

**Instructions:** For each objective, describe WHAT was to be achieved, HOW it was to be accomplished, and provide your evaluation comments with specific examples and outcomes.

### Objectives

**Reference Documents:**
- Review **{{ EMPLOYEE_PERFORMANCE_REVIEW_PDF }}** for objective assessment criteria under **Annual Business Objectives** inside the PDF

**Manager's Evaluation Comments:**
- Achievement Level: **{{ EMPLOYEE_IMPACT_LEVEL }}**

---
## Development Objectives

**Instructions:** Document professional development goals and progress.

### Objectives
**Reference Documents:**
- Review **{{ EMPLOYEE_PERFORMANCE_REVIEW_PDF }}** for objective assessment criteria under **Annual Development Objective** inside the PDF

**Manager's Evaluation Comments:**
- Achievement Level: **{{ EMPLOYEE_LEAD_LEVEL }}**

---
## Impact Assessment (WHAT)

**Instructions for Manager:** 
This section assesses the IMPACT the employee had on business objectives throughout the year.

**Reference Documents:**
- Review **{{ COMPANY_SMART_PDF }}** for objective assessment criteria
- Review **{{ COMPANY_WHAT_PDF }}** for guiding questions
- Review **{{ COMPANY_PLD_PDF }}** for level definitions
- Review **{{ EMPLOYEE_PERFORMANCE_REVIEW_PDF }}**

**Selected Impact Level:** **{{ EMPLOYEE_IMPACT_LEVEL }}**

**Impact Level Definition:**
[The system will auto-fill based on selection:]
- **Fully Meets Expectations:** Meets all expectations even in difficult context. Requires little to no additional direction to achieve the core goals of the role.
- **Mostly Meets Expectations:** Mostly meets standard objectives in a stable context. Achieves only part of core goals for the role.
- **Exceeds Expectations:** Over performs, even when objectives are stretched. Delivers beyond the scope of the role and succeeds even on additional missions or transverse actions.
- **Below Expectations:** Does not fulfill a majority of standard objectives in a stable context.

### Manager's Impact Assessment (WHAT)
**Instructions:** Write 5 professional sentences assessing **{{ EMPLOYEE_NAME }}**'s yearly impact. Consider:
- What outcomes did they achieve across all objectives?
- What difficulties/enablers did they face?
- Did they reach defined targets and milestones?
- What are you most proud of in their achievements?
- How could they have had more impact?

**Your Assessment:**
[Write your 5-sentence assessment here - this will be AI-generated based on all inputs above]

---
## Lead@Company Implementation (HOW)

**Instructions for Manager:**
This section assesses HOW the employee worked - their behaviors, collaboration, and leadership approach throughout the year.

**Reference Documents:**
- Review **{{ COMPANY_HOW_PDF }}** for the three dimensions: THINK BIG, MAKE IT HAPPEN, TOGETHER
- Review **{{ COMPANY_PLD_PDF }}** for level definitions
- Review **{{ EMPLOYEE_PERFORMANCE_REVIEW_PDF }}**

**Selected Lead Level:** **{{ EMPLOYEE_LEAD_LEVEL }}**

**Lead Level Definition:**
[The system will auto-fill based on selection:]
- **Fully Meets Expectations:** Demonstrates the L@T behaviours consistently and actively seeks to develop their behaviours.
- **Mostly Meets Expectations:** Mostly demonstrates the L@T behaviours and engages in development actions to improve them.
- **Exceeds Expectations:** Acts as role model in L@T, seeks to develop themselves and others, and is involved in wider action plans.
- **Below Expectations:** Does not demonstrate the L@T behaviours and does not actively seek to develop themselves.

### Manager's Lead@Company Assessment (HOW)
**Instructions:** Write 4 professional sentences assessing **{{ EMPLOYEE_NAME }}**'s behaviors and approach. Consider:

**THINK BIG:**
- How did they communicate purpose and vision?
- What innovative ideas did they propose?
- How did they handle complexity?

**MAKE IT HAPPEN:**
- How did they build trust and deliver results?
- How did they measure progress?
- What risks did they take?

**TOGETHER:**
- How did they contribute to team performance?
- How did they cooperate with others?
- How did they handle difficult situations?

**Your Assessment:**
[Write your 4-sentence assessment here - this will be AI-generated based on all inputs above]

---
## Workload Assessment

**Instructions for Manager:** Assess whether the workload was appropriate for achieving the defined objectives.

**Question:** Was **{{ EMPLOYEE_NAME }}**'s workload compatible with achieving the defined objectives?

**Your Response:** [Select: Yes]

**Manager's Workload Evaluation:**
**Instructions:** Write 4 professional sentences addressing:
- Was the workload appropriate and balanced?
- Did they have adequate resources, time, and support?
- Were there any environmental factors (organizational changes, market conditions) that affected performance?
- How did they manage competing priorities?

**Your Assessment:**
[Write your 4-sentence assessment here - this will be AI-generated]

---
## Overall Evaluation

### Performance Summary
- **Impact (WHAT):** **{{ EMPLOYEE_IMPACT_LEVEL }}**
- **Lead (HOW):** **{{ EMPLOYEE_LEAD_LEVEL }}**

### Performance Level Definitions Applied

**Impact Level - {{ EMPLOYEE_IMPACT_LEVEL }}:**
- Manager Assessment - **{{ EMPLOYEE_IMPACT_LEVEL }}**.

**Lead Level - {{ EMPLOYEE_LEAD_LEVEL }}:**
- Manager Assessment - **{{ EMPLOYEE_LEAD_LEVEL }}**.

---
### Employee Self-Assessment Comment 

**Instructions for Employee:** Reflect on your year - achievements, challenges, growth, and future aspirations.

[Employee to complete this section:]

Review **{{ EMPLOYEE_PERFORMANCE_REVIEW_PDF }}** for Employee comment under **Employee Overall Input** inside the PDF

---
### Manager's Overall Evaluation

**Instructions for Manager:** Write 6 comprehensive sentences that synthesize the entire review. Structure your evaluation to:

1. **Start with strengths and achievements** - Lead with what they did well, using specific examples from objectives above
2. **Acknowledge their impact** - Highlight their most significant contributions to the team/organization
3. **Address development areas constructively** - Frame areas for growth as opportunities, not criticisms
4. **Provide concrete examples** - Reference specific situations, projects, or behaviors mentioned above
5. **Connect to feedback already given** - Ensure nothing here is a surprise; it should reflect ongoing conversations
6. **End with forward-looking focus** - Set the tone for next year with clear areas of focus or growth opportunities

**Use natural, authentic language** - Avoid corporate jargon. Write as you would speak to them directly.
**Balance recognition with development** - Make them feel valued while motivating continued growth.

**Your Overall Evaluation:**
[Write your 6-sentence overall evaluation here - this will be AI-generated based on all sections above]

You are helping me write performance reviews for my team.

CONTEXT:
- I manage [number] engineers in [department]
- Our company uses [framework name] for evaluations
- I have already decided all ratings and assessments

YOUR ROLE:
Transform my structured assessment data into polished 
performance review prose.

REQUIREMENTS:
1. Follow the exact template structure I provide
2. Use company framework from the PDFs I upload
3. Write in professional, constructive tone
4. Include all specific examples I provide
5. Maintain consistent depth (1500-1800 words)
6. Do NOT change my ratings or assessments
7. Do NOT add subjective opinions

OUTPUT:
A complete performance review ready for employee 
discussion, following our template exactly.