Performance Review Template for Software Engineers
Comprehensive performance review template for engineering managers. Evaluate technical skills, impact, collaboration, and growth with this structured framework.
Conduct thorough, fair performance reviews for your engineering team. This template covers technical excellence, impact, teamwork, and career progression.
Template (Copy & Paste)
# Performance Review - [Employee Name] - [Review Period] ## Overview - **Employee:** [Name] - **Role:** [Title] - **Manager:** [Your Name] - **Review Period:** [Start Date] - [End Date] - **Review Date:** [Date] ## Performance Summary [2-3 paragraph summary of overall performance] ## Technical Skills & Execution (Weight: 40%) ### Rating: [Exceeds/Meets/Needs Improvement] **Strengths:** - [Strength 1 with specific example] - [Strength 2 with specific example] **Areas for Growth:** - [Growth area 1 with coaching plan] - [Growth area 2 with coaching plan] **Key Projects:** - [Project 1]: [Impact and contribution] - [Project 2]: [Impact and contribution] ## Impact & Ownership (Weight: 30%) ### Rating: [Exceeds/Meets/Needs Improvement] **Delivered Impact:** - [Impact 1 with measurable outcome] - [Impact 2 with measurable outcome] **Ownership Level:** - Initiative taken - Problem-solving approach - Follow-through on commitments ## Collaboration & Communication (Weight: 20%) ### Rating: [Exceeds/Meets/Needs Improvement] **Team Collaboration:** - Code reviews quality and timeliness - Cross-team partnerships - Knowledge sharing **Communication:** - Technical documentation - Meeting participation - Stakeholder updates ## Growth & Development (Weight: 10%) ### Rating: [Exceeds/Meets/Needs Improvement] **Skills Developed:** - [New skill or technology learned] - [Responsibility increase] **Career Trajectory:** - Progress toward next level - Readiness for promotion: [Yes/No/Soon] ## Goals for Next Period **Technical Goals:** 1. [Goal 1] 2. [Goal 2] **Impact Goals:** 1. [Goal 1] 2. [Goal 2] **Development Goals:** 1. [Goal 1] 2. [Goal 2] ## Overall Rating: [Exceeds Expectations / Meets Expectations / Needs Improvement / Unsatisfactory] ## Manager's Commitment [What you will do to support their success] ## Employee Comments [Space for employee feedback and response]
How to Use This Template
- 1Start collecting evidence 4-6 weeks before review period ends
- 2Review 1:1 notes, project outcomes, peer feedback, and code contributions
- 3Use specific examples with dates and measurable impact
- 4Balance positive feedback with constructive growth areas
- 5Calibrate ratings with other managers before finalizing
- 6Share draft with employee 48 hours before review meeting
- 7During meeting: listen to their self-assessment first
- 8Discuss career aspirations and co-create development plan
- 9Document action items and schedule follow-up check-ins
Common Mistakes to Avoid
- ✕Recency bias - only remembering last month instead of full period
- ✕Vague feedback - using "good" or "needs work" without examples
- ✕Comparison trap - rating against peers instead of level expectations
- ✕Surprise feedback - nothing in review should be news to employee
- ✕Ignoring data - relying on gut feel instead of tracked metrics
- ✕One-sided conversation - not inviting employee input
- ✕Rushing the meeting - reviews deserve dedicated time
- ✕No follow-up - reviews without action items waste everyone's time