Free form template · Word

Annual Performance Appraisal Form

An annual performance appraisal form records how an employee performed over the full financial year (usually April to March) against agreed KRAs and core competencies. The reporting manager completes it after a self-review, and HR uses the overall rating to drive increments, bonus and promotions.

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[Company Logo][Company Name]

ANNUAL PERFORMANCE APPRAISAL FORM

Company:: [Company Name]
Appraisal Year:: April [YYYY] – March [YYYY]
Form Ref.:: [Reference Number]

Part A: Employee Details

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Reviewer (Skip-level Manager)	[Reviewer Name]

Part B: Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Part C: Key Result Areas (70% weightage)

KRA / Goal	Weightage (%)	Target	Actual Achievement	Self Rating	Manager Rating	Weighted Score
[KRA 1]	[25]	[Target]	[Achievement]	[1–5]	[1–5]	[Score]
[KRA 2]	[20]	[Target]	[Achievement]	[1–5]	[1–5]	[Score]
[KRA 3]	[15]	[Target]	[Achievement]	[1–5]	[1–5]	[Score]
[KRA 4]	[10]	[Target]	[Achievement]	[1–5]	[1–5]	[Score]
Total KRA Score	70					[Total]

Part D: Competencies (30% weightage)

Competency	Self Rating	Manager Rating	Evidence / Example
Job knowledge and quality of work	[1–5]	[1–5]	[Example]
Ownership and accountability	[1–5]	[1–5]	[Example]
Communication and teamwork	[1–5]	[1–5]	[Example]
Customer focus	[1–5]	[1–5]	[Example]
Attendance, discipline and policy compliance	[1–5]	[1–5]	[Example]

Part E: Overall Rating

Weighted KRA Score (out of 70)	[Score]
Competency Score (out of 30)	[Score]
Total Score (out of 100)	[Score]
Final Rating (1–5)	[Rating]

Part F: Strengths, Development Needs and Recommendation

Key strengths demonstrated this year	[Comments]
Areas for development	[Comments]
Training recommended for next year	[Training]
Recommendation: Increment / Promotion / Role change / No change	[Recommendation]
Proposed revised CTC (if applicable): ₹[CTC]

Part G: Employee Comments

I have discussed this appraisal with my reporting manager. My comments, if any, are recorded below. Signing this form confirms that the discussion took place and does not necessarily mean I agree with every rating.
[Employee Comments]

Employee
[Employee Name]
Date: [Date]

Reporting Manager
[Reporting Manager]
Date: [Date]

Reviewer / HOD
[Reviewer Name]
Date: [Date]

HR
[HR Name]
Date: [Date]

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What this template includes

Employee and review-period details so the record is traceable
Five-point rating scale legend so every manager rates on the same basis
KRA table with weightage, target, achievement and rating
Competency ratings for behaviours such as ownership and teamwork
Weighted overall score and final rating band
Development needs and training plan for the coming year
Increment/promotion recommendation for HR and management
Employee comments and sign-offs from employee, manager, reviewer and HR

When to use it

Year-end appraisal cycle after the financial year closes in March
Linking the annual increment and variable pay to a documented rating
Recording performance for confirmation, promotion or role-change decisions
Creating a single yearly record for the employee personnel file

How to customise this template

1Replace the sample KRAs with the goals agreed at the start of the year
2Adjust the weightage so KRAs total 100% (commonly 70% KRAs and 30% competencies)
3Edit the competency list to match your company values or competency framework
4Align the rating bands with your increment matrix before circulating
5Add a reviewer (skip-level) column if your process uses two-level approval

HR tips

Ask the employee to complete the self-rating column before the manager rates
Back every rating of 1, 2 or 5 with specific examples from the year
Avoid recency bias: refer to quarterly notes rather than only the last month
Share the final rating in a one-to-one discussion, not by email alone

For HR & hiring managers

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Frequently asked questions

What is an annual performance appraisal form?+

It is a structured form used once a year to rate an employee against their KRAs and competencies. The final rating is used for increments, bonus and promotion decisions.

Who fills the annual appraisal form?+

Usually the employee completes a self-appraisal first, then the reporting manager rates each item, a reviewer or HOD validates it and HR records the final rating.

How is the overall rating calculated?+

Each KRA rating is multiplied by its weightage and the results are added together with the competency score. The total is mapped to a rating band such as 1 to 5.

When is the annual appraisal done in India?+

Most Indian companies follow the April–March financial year and complete appraisals between April and June, with revised salaries effective from 1 April or 1 July.

All 50 performance appraisal & reviews →

[Company Logo][Company Name]

EMPLOYEE PERFORMANCE REVIEW FORM

Company:: [Company Name]
Review Date:: [Date]
Review Period:: [DD/MM/YYYY] to [DD/MM/YYYY]

1. Employee Details

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Review Type: Mid-year / Ad-hoc / Transfer / Employee-requested

2. Rating Scale

Rating	Label	Description
4	Exemplary	Performance well above the standard in every area reviewed
3	Proficient	Solid, reliable performance at the expected standard
2	Developing	Progressing, but support is still needed in some areas
1	Below Standard	Performance is not yet acceptable for the role

3. Core Job Factors

Form · Word

Employee Performance Review Form

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[Company Logo][Company Name]

ANNUAL REVIEW FORM

Company:: [Company Name]
Review Year:: [YYYY–YY]
Meeting Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Part 1: Year in Review (to be completed by the employee)

Three achievements I am most proud of this year	[Answer]
A challenge I faced and how I handled it	[Answer]
New skills or knowledge I gained	[Answer]
Something I would do differently	[Answer]
Support that would help me do my best work	[Answer]

Part 2: Objectives versus Outcomes

Objective Set Last Year	Outcome	Fully / Partly / Not Achieved	Manager Remarks
[Objective 1]	[Outcome]	[Status]	[Remarks]
[Objective 2]	[Outcome]	[Status]	[Remarks]
[Objective 3]	[Outcome]	[Status]	[Remarks]
[Objective 4]	[Outcome]	[Status]	[Remarks]

Form · Word

Annual Review Form

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[Company Logo][Company Name]

HALF-YEARLY (H1) APPRAISAL FORM

Company:: [Company Name]
Review Period:: April [YYYY] – September [YYYY]
Review Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Rating Scale for H1 Performance

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Section 1: Progress on Annual Goals

Annual Goal	Annual Target	Achieved in H1	% Completed	H1 Rating	Comments
[Goal 1]	[Target]	[Achieved]	[%]	[1–5]	[Comments]
[Goal 2]	[Target]	[Achieved]	[%]	[1–5]	[Comments]
[Goal 3]	[Target]	[Achieved]	[%]	[1–5]	[Comments]
[Goal 4]	[Target]	[Achieved]	[%]	[1–5]	[Comments]

Form · Word

Half-Yearly Appraisal Form

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[Company Logo][Company Name]

SELF-APPRAISAL FORM

Company:: [Company Name]
Appraisal Period:: [DD/MM/YYYY] to [DD/MM/YYYY]
Submit to Manager by:: [DD/MM/YYYY]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Section 1: Self-Rating on KRAs

KRA	Weightage (%)	What I Achieved (with evidence)	Self Rating (1–5)
[KRA 1]	[%]	[Achievement]	[Rating]
[KRA 2]	[%]	[Achievement]	[Rating]
[KRA 3]	[%]	[Achievement]	[Rating]
[KRA 4]	[%]	[Achievement]	[Rating]

Form · Word

Self-Appraisal Form

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[Company Logo][Company Name]

PERFORMANCE REVIEW MEETING FORM

Meeting Details

Company	[Company Name]
Meeting type: Annual / Mid-year / Quarterly / PIP Review / Other
Date and time	[Date], [Time]
Mode: In person at [Work Location] / Video call
Employee	[Employee Name], [Employee ID], [Designation]
Reporting Manager	[Reporting Manager]
HR representative	[HR Name]
Note-taker	[Name]

Agenda

Purpose of the meeting
Employee’s view of their performance
Manager’s assessment and evidence
Ratings / outcome
Development and support
Agreed actions and next review

Discussion Summary

Agenda Item	Key Points Discussed
Employee’s view	[Notes]
Manager’s assessment	[Notes]
Ratings / outcome shared	[Rating or Outcome]
Development and support	[Notes]

Form · Word

Performance Review Meeting Form

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[Company Logo][Company Name]
APPRAISAL DISCUSSION FORM
Company:
[Company Name]
Appraisal Cycle:
[YYYY–YY]
Discussion Date:
[Date]
Employee Name [Employee Name]
Employee ID [Employee ID]
Designation [Designation]
Department [Department]
Reporting Manager [Reporting Manager]
Date of Joining [Date of Joining]
Work Location [Work Location]
1. Preparation Checklist
- Self-appraisal received from employee
- Manager draft ratings completed with evidence
- Goal sheet and previous review notes available
- Private room or video link booked for 45–60 minutes
- Training and career options for the employee identified
2. Discussion Guide
1. Looking back, what are you most satisfied with this year?
2. Which goals were hardest to achieve and why?
3. How do you see your overall performance compared with the expectations set?
4. Here is my view of your performance and the reasons for it.
5. Where do our views differ, and what evidence should we consider?
6. What support or changes would help you perform better?
7. What would you like to learn or take on next year?
Form · Word
Appraisal Discussion Form
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[Company Logo][Company Name]

PERFORMANCE FEEDBACK FORM

Company:: [Company Name]
Date:: [Date]
Feedback Given By:: [Reporting Manager]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation / Department	[Designation] / [Department]
Feedback type: Recognition / Development / Both

Feedback (Situation – Behaviour – Impact)

Element	Description
Situation – when and where	e.g. Client review meeting with [Client] on [DD/MM/YYYY]
Behaviour – what the employee did or said	[Observed behaviour]
Impact – the result for the team, customer or business	[Impact]

Rating of This Work / Behaviour

Rating	Label	Description
4	Exemplary	Performance well above the standard in every area reviewed
3	Proficient	Solid, reliable performance at the expected standard
2	Developing	Progressing, but support is still needed in some areas
1	Below Standard	Performance is not yet acceptable for the role

Form · Word

Performance Feedback Form

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[Company Logo][Company Name]
ANNUAL APPRAISAL COMPLETION CHECKLIST
Company:
[Company Name]
Appraisal Year:
[YYYY–YY]
Cycle Owner:
[HR Name]
Target Closure Date:
[DD/MM/YYYY]
Phase 1: Planning (Owner: HR) – by [DD/MM/YYYY]
- Appraisal timeline approved by management
- Eligible employee list prepared (cut-off date of joining applied)
- Forms / HRMS module updated with current KRAs and competencies
- Increment and bonus budget confirmed with finance
- Manager briefing session held on rating guidelines and bias
Phase 2: Self-Appraisal (Owner: Employees) – by [DD/MM/YYYY]
- Launch communication sent to all employees
- Self-appraisals submitted
- Reminders sent to pending employees
Phase 3: Manager Review (Owner: Managers) – by [DD/MM/YYYY]
Checklist · Word
Annual Appraisal Completion Checklist
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Annual Performance Appraisal Form

Preview of the form

Part A: Employee Details

Part B: Rating Scale

Part C: Key Result Areas (70% weightage)

Part D: Competencies (30% weightage)

Part E: Overall Rating

Part F: Strengths, Development Needs and Recommendation

Part G: Employee Comments

What this template includes

When to use it

How to customise this template

HR tips

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Frequently asked questions

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