A performance review policy defining cadence, evaluation criteria, calibration, and outcome bands. Use it to make reviews predictable, fair, and evidence-based.
This policy describes how performance reviews work at {{Company name}}: how often they happen, what is evaluated, how ratings are calibrated, and what each outcome band means. Its purpose is to make performance conversations predictable and fair — nothing in a review should be a surprise that was never raised earlier.
Each dimension is rated on the shared scale below and must be supported by concrete examples from the period. Ratings without evidence are sent back to the manager.
Before any rating becomes final, managers meet by {{Calibration group, e.g. department}} to compare draft ratings against the same bar. Calibration exists to ensure consistency — the same evidence earns the same rating on every team — and to check for bias in either direction. Final ratings are released only after calibration closes.
| Band | What it means | Typical outcome |
|---|---|---|
| Exceeds expectations | Consistently delivers beyond the bar for the role, with strong evidence. | Priority for compensation increases and promotion cases. |
| Meets expectations | Solid performance against the bar for the role — the expected norm. | Standard merit adjustment in the compensation cycle. |
| Partially meets expectations | Gaps in one or more dimensions, with a credible path to close them. | Development plan with checkpoints, agreed within {{Number of days, e.g. 15}} days. |
| Does not meet expectations | A sustained gap the role cannot absorb. | Formal improvement plan with a defined timeline and support. |
Goals for the next period are agreed within {{Number of weeks, e.g. two}} weeks of the review conversation. Compensation decisions follow their own cycle: they are informed by ratings but are not automatic. If an employee disagrees with a rating, they may add a written response to the record and escalate to {{Escalation contact, e.g. the HR lead}}.
Not legal advice
This template is provided for general informational purposes only and is not legal advice. Laws differ by jurisdiction and change over time — have a qualified professional review any document before you rely on it.
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