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View full libraryA performance appraisal form for recording a structured review of an employee's performance, achievements, objectives, development needs and priorities, providing a clear record of the discussion and actions agreed for the next review period.
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Performance Appraisal and Development Review
| Employee name: | |
| Job title: | |
| Department: | |
| Manager: | |
| Review period: | |
| Review date: |
Purpose of the review
This review is intended to provide a constructive discussion about performance, achievements, objectives, development and future priorities. It can be used for annual appraisals or more frequent performance reviews, depending on the organisation's approach.
What have you achieved during this review period?
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What are you most proud of?
| |
What has gone particularly well?
| |
What could have gone better, and what have you learned from it?
| |
Review the objectives agreed for the period and consider progress, achievements, challenges and any factors that affected delivery.
| Objective / priority | Expected outcome | Progress | Comments / evidence |
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Overall performance discussion
Consider the employee's overall contribution during the review period, including the quality and consistency of their work, achievement of objectives, behaviours, teamwork, communication, initiative, reliability and contribution to the wider team or
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This form provides a straightforward record of a performance appraisal, helping managers and employees review what has gone well, discuss any challenges and agree priorities for the next review period. It is designed to support an ongoing performance conversation rather than simply record a rating.
The form provides space to consider the employee's overall performance, key achievements and contribution during the review period. Managers can use specific examples rather than relying on general observations.
Existing objectives can be reviewed and new priorities agreed. The form also captures development, training and support needs so that actions arising from the discussion are clearly recorded.
Employees are given an opportunity to provide their own comments, identify challenges and suggest areas where they would benefit from additional support. This helps make the appraisal a constructive two-way conversation.
The completed form provides a concise record of the discussion and agreed actions. It can be revisited during one-to-ones or interim reviews to track progress rather than waiting until the next formal appraisal.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Performance appraisal form, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
A performance appraisal policy setting out how the organisation reviews employee performance, agrees objectives, provides feedback, identifies development needs and addresses performance concerns through a consistent and supportive process.
A training and development plan for identifying an employee's learning needs, agreeing development objectives and recording the training, support and practical actions needed to build their skills, knowledge and capability.
Use these best practice actions, recommended timescales and process stages to understand when and how the Performance appraisal form should be used, helping ensure each step is handled consistently and appropriately documented.
Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.
This depends on the organisation's appraisal cycle. Many employers use an annual formal appraisal supported by more regular one-to-ones and performance discussions.
It can be useful for both to contribute. Asking the employee to consider their achievements, challenges and development needs beforehand helps make the appraisal a genuine two-way discussion.
They can be if the organisation operates a formal rating system. If ratings are not needed, a simpler narrative assessment can often provide a more useful and less bureaucratic record.
The employee should normally receive a copy and the organisation should retain its copy securely in accordance with its personnel record and data-retention arrangements.
Yes, but it should not replace an appropriate capability or disciplinary process. Significant concerns should be addressed promptly and the employee should understand what improvement is required and what support is available.
AI can generate appraisal questions, but a useful appraisal form needs a logical structure that takes the manager from reviewing previous performance through to objectives, development and agreed actions. This ready-to-adapt form provides that structure without requiring the manager or HR team to build the process themselves.
How this content is developed and reviewed
The Performance appraisal form template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing performance appraisal HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
Performance appraisal toolkit
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