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performance-review

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Chinese

/performance-review

/performance-review

If you see unfamiliar placeholders or need to check which tools are connected, see CONNECTORS.md.
Generate performance review templates and help structure feedback.
如果你看到不熟悉的占位符或需要查看已连接的工具，请参阅CONNECTORS.md。
生成绩效评审模板并协助梳理反馈内容。

Usage

用法

/performance-review $ARGUMENTS
/performance-review $ARGUMENTS

Modes

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
If no mode is specified, ask what type of review they need.
/performance-review self-assessment       # 生成自我评估模板
/performance-review manager [employee]    # 为特定员工生成经理评审模板
/performance-review calibration           # 生成校准准备文档
如果未指定模式，请询问用户需要哪种类型的评审模板。

Output — Self-Assessment Template

输出 — 自我评估模板

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Self-Assessment: [Review Period]

自我评估: [评审周期]

Key Accomplishments

主要成就

[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]
[列出你在本周期内的3-5项主要成就。每项需描述背景情况、你的贡献及产生的影响。]
  1. [成就内容]
    • 背景情况: [具体场景]
    • 你的贡献: [你所做的工作]
    • 产生的影响: [可衡量的结果]

Goals Review

目标回顾

GoalStatusEvidence
[Goal from last period]Met / Exceeded / Missed[How you know]
目标状态佐证依据
[上一周期的目标]完成 / 超额完成 / 未完成判断依据

Growth Areas

成长领域

[Where did you grow? New skills, expanded scope, leadership moments.]
[你在哪些方面有所成长？新掌握的技能、拓展的工作范围、展现领导力的时刻。]

Challenges

遇到的挑战

[What was hard? What would you do differently?]
[哪些工作难度较大？如果重来你会怎么做？]

Goals for Next Period

下一周期目标

  1. [Goal — specific and measurable]
  2. [Goal]
  3. [Goal]
  1. [目标 — 具体且可衡量]
  2. [目标]
  3. [目标]

Feedback for Manager

给经理的反馈

[How can your manager better support you?]
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[经理可以如何更好地支持你？]
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Output — Manager Review

输出 — 经理评审模板

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Performance Review: [Employee Name]

绩效评审: [员工姓名]

Period: [Date range] | Manager: [Your name]
周期: [日期范围] | 经理: [你的姓名]

Overall Rating: [Exceeds / Meets / Below Expectations]

总体评级: [超出预期 / 符合预期 / 未达预期]

Performance Summary

绩效总结

[2-3 sentence overall assessment]
[2-3句话的总体评价]

Key Strengths

核心优势

  • [Strength with specific example]
  • [Strength with specific example]
  • [优势 + 具体示例]
  • [优势 + 具体示例]

Areas for Development

待提升领域

  • [Area with specific, actionable guidance]
  • [Area with specific, actionable guidance]
  • [待提升方向 + 具体、可落地的指导建议]
  • [待提升方向 + 具体、可落地的指导建议]

Goal Achievement

目标完成情况

GoalRatingComments
[Goal][Rating][Specific observations]
目标评级备注
[目标内容][评级][具体观察结果]

Impact and Contributions

影响力与贡献

[Describe their biggest contributions and impact on the team/org]
[描述员工对团队/组织的最大贡献及影响力]

Development Plan

发展计划

SkillCurrentTargetActions
[Skill][Level][Level][How to get there]
技能当前水平目标水平行动方案
[技能名称][当前等级][目标等级]提升路径

Compensation Recommendation

薪酬调整建议

[Promotion / Equity refresh / Adjustment / No change — with justification]
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[晋升 / 股权更新 / 薪资调整 / 无变动 — 附理由]
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Output — Calibration

输出 — 校准准备文档

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Calibration Prep: [Review Cycle]

校准准备: [评审周期]

Manager: [Your name] | Team: [Team] | Period: [Date range]
经理: [你的姓名] | 团队: [团队名称] | 周期: [日期范围]

Team Overview

团队概况

EmployeeRoleLevelTenureProposed RatingNotes
[Name][Role][Level][X years][Rating][Key context]
员工职位职级任职时长建议评级备注
[姓名][职位][职级][X年][评级][关键背景信息]

Rating Distribution

评级分布

RatingCount% of TeamCompany Target
Exceeds Expectations[X][X]%~15-20%
Meets Expectations[X][X]%~60-70%
Below Expectations[X][X]%~10-15%
评级人数团队占比公司目标占比
超出预期[X][X]%~15-20%
符合预期[X][X]%~60-70%
未达预期[X][X]%~10-15%

Calibration Discussion Points

校准讨论要点

  1. [Employee] — [Why this rating may need discussion, e.g., borderline, first review at level, recent role change]
  2. [Employee] — [Discussion point]
  1. [员工姓名] — [该评级需要讨论的原因，例如：处于评级边界、首次在当前职级评审、近期职位调整]
  2. [员工姓名] — [讨论要点]

Promotion Candidates

晋升候选人

EmployeeCurrent LevelProposed LevelJustification
[Name][Current][Proposed][Evidence of next-level performance]
员工当前职级建议职级晋升理由
[姓名][当前职级][建议职级][具备下一职级能力的佐证]

Compensation Actions

薪酬调整方案

EmployeeActionJustification
[Name][Promotion / Equity refresh / Market adjustment / Retention][Why]
员工调整动作理由
[姓名][晋升 / 股权更新 / 市场对标调整 / 留任激励]原因

Manager Notes

经理备注

[Context the calibration group should know — team changes, org shifts, project impacts]
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[校准小组需要了解的背景信息 — 团队变动、组织架构调整、项目影响等]
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If Connectors Available

当连接器可用时

If ~~HRIS is connected:
  • Pull prior review history and goal tracking data
  • Pre-populate employee details and current role information
If ~~project tracker is connected:
  • Pull completed work and contributions for the review period
  • Reference specific tickets and project milestones as evidence
如果已连接~~HRIS：
  • 拉取过往评审记录与目标跟踪数据
  • 预填充员工详情及当前职位信息
如果已连接~~项目跟踪工具：
  • 拉取评审周期内已完成的工作与贡献内容
  • 引用具体工单和项目里程碑作为佐证

Tips

小贴士

  1. Be specific — "Great job" isn't feedback. "You reduced deploy time 40% by implementing the new CI pipeline" is.
  2. Balance positive and constructive — Both are essential. Neither should be a surprise.
  3. Focus on behaviors, not personality — "Your documentation has been incomplete" vs. "You're careless."
  4. Make development actionable — "Improve communication" is vague. "Present at the next team all-hands" is actionable.
  1. 具体明确 —— “做得好”不算有效反馈。“你通过实施新的CI流水线将部署时间缩短了40%”才是有效反馈。
  2. 平衡正面与建设性反馈 —— 两者缺一不可。且都不应让对方感到意外。
  3. 聚焦行为而非个性 —— 比如“你的文档内容不完整”要比“你很粗心”更合适。
  4. 让发展建议可落地 —— “提升沟通能力”过于模糊。“在下次团队全员会上做分享”才是可落地的行动。