performance-review

Compare original and translation side by side

🇺🇸

Original

English

🇨🇳

Translation

Chinese

/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

markdown

undefined

markdown

undefined

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.]

[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。]

[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

Goal	Status	Evidence
[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

[Goal — specific and measurable]
[Goal]
[Goal]

[目标 — 具体且可衡量]
[目标]
[目标]

Feedback for Manager

给经理的反馈

[How can your manager better support you?]

undefined

[经理可以如何更好地支持你？]

undefined

Output — Manager Review

输出 — 经理评审模板

markdown

undefined

markdown

undefined

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

Goal	Rating	Comments
[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

Skill	Current	Target	Actions
[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]

undefined

[晋升 / 股权更新 / 薪资调整 / 无变动 — 附理由]

undefined

Output — Calibration

输出 — 校准准备文档

markdown

undefined

markdown

undefined

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

Employee	Role	Level	Tenure	Proposed Rating	Notes
[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

Rating	Count	% of Team	Company 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

[Employee] — [Why this rating may need discussion, e.g., borderline, first review at level, recent role change]
[Employee] — [Discussion point]

[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]
[员工姓名] — [讨论要点]

Promotion Candidates

晋升候选人

Employee	Current Level	Proposed Level	Justification
[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

Employee	Action	Justification
[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]

undefined

[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]

undefined

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

Be specific — "Great job" isn't feedback. "You reduced deploy time 40% by implementing the new CI pipeline" is.
Balance positive and constructive — Both are essential. Neither should be a surprise.
Focus on behaviors, not personality — "Your documentation has been incomplete" vs. "You're careless."
Make development actionable — "Improve communication" is vague. "Present at the next team all-hands" is actionable.

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。
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。
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。
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。