Performance review
Person recordWhat was reviewed, what was observed, and what you both agreed — with no score anywhere.
A conversation, written down
The value of a review is the specifics and the agreement, and both are lost within two weeks unless somebody wrote them down. This is a sheet for that, with room for what the person said as well as what you did.
It scores nothing
No scale, no rating, no ranking, no distribution, no total. There is nothing here that could be used to order a team or to justify a decision as though software had made it.
Around it
Regular catch-ups between reviews are the one-to-one log. Where something needs to change, that is the improvement plan, and watching somebody do a task is the competency assessment.
A record of a conversation about somebody's work. It scores nothing, ranks nobody, applies no distribution, and reaches no conclusion about anybody's employment. Everything runs on your device.
Questions people ask
- Where are the ratings?
- There are none, and there is no field in which one could be added. A five-point scale on a free form becomes the number somebody is compared on, and the comparison outlives the conversation. This records what was observed and what was agreed.
- Can I rank my team with it?
- No. Nothing here ranks, scores or distributes people against one another, and there is no forced distribution or curve. Each record is about one person and produces no figure that could order a team.
- What should go in “what was observed”?
- Specific things that actually happened, with dates where you have them. A review built on specifics is one the person can respond to; a review built on adjectives is one they can only disagree with.
- Does it record anything about health or family?
- It must not, and the box says so. If something personal is genuinely relevant to the conversation, it belongs in your confidential file, not in a browser record about somebody's work.