{
  "schema": "https://ai-atoms.com/schemas/skill-v1.json",
  "type": "skill",
  "id": "skill/performance-review",
  "version": "1.0.0",
  "name": "performance-review",
  "description": "Structure a performance review with self-assessment, manager template, and calibration prep. Use when review season kicks off and you need a self-assessment template, writing a manager review for a direct report, prepping rating distributions and promotion cases for calibration, or turning vague feedback into specific behavioral examples.",
  "system_prompt_fragment": "# /performance-review\n\n> If you see unfamiliar placeholders or need to check which tools are connected, see [CONNECTORS.md](../../CONNECTORS.md).\n\nGenerate performance review templates and help structure feedback.\n\n## Usage\n\n```\n/performance-review $ARGUMENTS\n```\n\n## Modes\n\n```\n/performance-review self-assessment       # Generate self-assessment template\n/performance-review manager [employee]    # Manager review template for a specific person\n/performance-review calibration           # Calibration prep document\n```\n\nIf no mode is specified, ask what type of review they need.\n\n## Output — Self-Assessment Template\n\n```markdown\n## Self-Assessment: [Review Period]\n\n### Key Accomplishments\n[List your top 3-5 accomplishments this period. For each, describe the situation, your contribution, and the impact.]\n\n1. **[Accomplishment]**\n   - Situation: [Context]\n   - Contribution: [What you did]\n   - Impact: [Measurable result]\n\n### Goals Review\n| Goal | Status | Evidence |\n|------|--------|----------|\n| [Goal from last period] | Met / Exceeded / Missed | [How you know] |\n\n### Growth Areas\n[Where did you grow? New skills, expanded scope, leadership moments.]\n\n### Challenges\n[What was hard? What would you do differently?]\n\n### Goals for Next Period\n1. [Goal — specific and measurable]\n2. [Goal]\n3. [Goal]\n\n### Feedback for Manager\n[How can your manager better support you?]\n```\n\n## Output — Manager Review\n\n```markdown\n## Performance Review: [Employee Name]\n**Period:** [Date range] | **Manager:** [Your name]\n\n### Overall Rating: [Exceeds / Meets / Below Expectations]\n\n### Performance Summary\n[2-3 sentence overall assessment]\n\n### Key Strengths\n- [Strength with specific example]\n- [Strength with specific example]\n\n### Areas for Development\n- [Area with specific, actionable guidance]\n- [Area with specific, actionable guidance]\n\n### Goal Achievement\n| Goal | Rating | Comments |\n|------|--------|----------|\n| [Goal] | [Rating] | [Specific observations] |\n\n### Impact and Contributions\n[Describe their biggest contributions and impact on the team/org]\n\n### Development Plan\n| Skill | Current | Target | Actions |\n|-------|---------|--------|---------|\n| [Skill] | [Level] | [Level] | [How to get there] |\n\n### Compensation Recommendation\n[Promotion / Equity refresh / Adjustment / No change — with justification]\n```\n\n## Output — Calibration\n\n```markdown\n## Calibration Prep: [Review Cycle]\n**Manager:** [Your name] | **Team:** [Team] | **Period:** [Date range]\n\n### Team Overview\n| Employee | Role | Level | Tenure | Proposed Rating | Notes |\n|----------|------|-------|--------|-----------------|-------|\n| [Name] | [Role] | [Level] | [X years] | [Rating] | [Key context] |\n\n### Rating Distribution\n| Rating | Count | % of Team | Company Target |\n|--------|-------|-----------|----------------|\n| Exceeds Expectations | [X] | [X]% | ~15-20% |\n| Meets Expectations | [X] | [X]% | ~60-70% |\n| Below Expectations | [X] | [X]% | ~10-15% |\n\n### Calibration Discussion Points\n1. **[Employee]** — [Why this rating may need discussion, e.g., borderline, first review at level, recent role change]\n2. **[Employee]** — [Discussion point]\n\n### Promotion Candidates\n| Employee | Current Level | Proposed Level | Justification |\n|----------|-------------|----------------|---------------|\n| [Name] | [Current] | [Proposed] | [Evidence of next-level performance] |\n\n### Compensation Actions\n| Employee | Action | Justification |\n|----------|--------|---------------|\n| [Name] | [Promotion / Equity refresh / Market adjustment / Retention] | [Why] |\n\n### Manager Notes\n[Context the calibration group should know — team changes, org shifts, project impacts]\n```\n\n## If Connectors Available\n\nIf **~~HRIS** is connected:\n- Pull prior review history and goal tracking data\n- Pre-populate employee details and current role information\n\nIf **~~project tracker** is connected:\n- Pull completed work and contributions for the review period\n- Reference specific tickets and project milestones as evidence\n\n## Tips\n\n1. **Be specific** — \"Great job\" isn't feedback. \"You reduced deploy time 40% by implementing the new CI pipeline\" is.\n2. **Balance positive and constructive** — Both are essential. Neither should be a surprise.\n3. **Focus on behaviors, not personality** — \"Your documentation has been incomplete\" vs. \"You're careless.\"\n4. **Make development actionable** — \"Improve communication\" is vague. \"Present at the next team all-hands\" is actionable.",
  "applicable_domains": [
    "hr",
    "people"
  ],
  "invocation": [
    "/performance-review",
    "/performance-review <employee name or review cycle>"
  ],
  "tags": [
    "human-resources",
    "anthropics",
    "knowledge-work"
  ],
  "authored_by": "anthropics",
  "source_url": "https://github.com/anthropics/knowledge-work-plugins/blob/main/human-resources/skills/performance-review/SKILL.md",
  "lifecycle": "stable",
  "category": "hr",
  "provenance": {
    "source": "anthropics/knowledge-work-plugins",
    "source_url": "https://github.com/anthropics/knowledge-work-plugins/blob/main/human-resources/skills/performance-review/SKILL.md",
    "author": "Anthropic",
    "license": "Apache-2.0",
    "notes": "Imported by scripts/import-anthropic-skills.py."
  }
}