Free form template · Word

Goal Setting Form

A goal setting form is used at the start of the appraisal year to agree SMART goals between an employee and their manager. Each goal is linked to a team objective and given a measure, milestones, resources and review dates, so both sides know exactly what success looks like.

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[Company Logo][Company Name]

GOAL SETTING FORM

Company:: [Company Name]
Performance Year:: [YYYY–YY]
Goal Setting 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]

Step 1: Team / Company Objectives for the Year

[Team Objective 1]
[Team Objective 2]
[Team Objective 3]

Step 2: Individual SMART Goals

Goal	Linked Objective	Measure of Success	Target Date	Weightage (%)
[Goal 1]	[Objective No.]	[Measure]	[DD/MM/YYYY]	[%]
[Goal 2]	[Objective No.]	[Measure]	[DD/MM/YYYY]	[%]
[Goal 3]	[Objective No.]	[Measure]	[DD/MM/YYYY]	[%]
[Goal 4]	[Objective No.]	[Measure]	[DD/MM/YYYY]	[%]
[Development Goal]	[Objective No.]	[Measure]	[DD/MM/YYYY]	[%]

Step 3: SMART Check

Goal	Specific	Measurable	Achievable	Relevant	Time-bound
Goal 1	[✓]	[✓]	[✓]	[✓]	[✓]
Goal 2	[✓]	[✓]	[✓]	[✓]	[✓]
Goal 3	[✓]	[✓]	[✓]	[✓]	[✓]
Goal 4	[✓]	[✓]	[✓]	[✓]	[✓]

Step 4: Quarterly Milestones and Resources

Goal	Q1 Milestone	Q2 Milestone	Q3 Milestone	Q4 Milestone	Resources / Support
Goal 1	[Milestone]	[Milestone]	[Milestone]	[Milestone]	[Support]
Goal 2	[Milestone]	[Milestone]	[Milestone]	[Milestone]	[Support]
Goal 3	[Milestone]	[Milestone]	[Milestone]	[Milestone]	[Support]

Step 5: Review Dates

Q1 review	[DD/MM/YYYY]
Mid-year review	[DD/MM/YYYY]
Q3 review	[DD/MM/YYYY]
Year-end appraisal	[DD/MM/YYYY]

We have discussed and agreed the goals above. Goals may be revised during the year by mutual agreement if business priorities change.

Employee
[Employee Name]
Date: [Date]

Reporting Manager
[Reporting Manager]
Date: [Date]

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What this template includes

Link from each goal to a team or company objective
SMART check columns (specific, measurable, achievable, relevant, time-bound)
Milestones that break annual goals into quarters
Resources and support required
Agreed review dates
Sign-off confirming mutual agreement

When to use it

Start of the financial year (April) or appraisal cycle
When a new employee completes onboarding
After a role change or promotion
Resetting goals after a major business change

How to customise this template

1Cascade the department objectives into the first column
2Limit to four to six goals including one development goal
3Fill quarterly milestones for each goal
4Add weightage if goals will be scored at year end

HR tips

Write goals as outcomes, not activities
Test each goal against the SMART checklist before signing
Make sure the employee has the authority and resources to deliver
Revisit goals at the quarterly reviews

For HR & hiring managers

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Frequently asked questions

What are SMART goals?+

Goals that are Specific, Measurable, Achievable, Relevant and Time-bound, for example "Reduce invoice processing time from 5 days to 3 days by 30 September".

When should goals be set?+

At the start of the performance year, typically in April for April–March cycles, and within the first month for new joiners.

How many goals should an employee have?+

Four to six goals is common, including at least one learning or development goal.

All 50 performance appraisal & reviews →

[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)

Form · Word

Annual Performance Appraisal Form

Download .docx

[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

Download .docx

[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

Download .docx

[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

Download .docx

[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

Download .docx

[Company Logo][Company Name]

EMPLOYEE SELF-EVALUATION FORM

Company:: [Company Name]
Date:: [Date]
Purpose:: One-to-one / Mid-year check-in / Career discussion

About You

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]

Reflection Questions

What piece of work are you most proud of recently, and why? [Answer]
Which tasks do you find most difficult or time-consuming? [Answer]
What feedback have you received from colleagues or customers? [Answer]
What would make you more effective in your role? [Answer]

Skills Self-Check Scale

Form · Word

Employee Self-Evaluation Form

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[Company Logo][Company Name]
MANAGER EVALUATION FORM (UPWARD FEEDBACK)
Company:
[Company Name]
Manager Being Evaluated:
[Reporting Manager]
Department:
[Department]
Survey Closes:
[DD/MM/YYYY]
This form is anonymous. Do not write your name. Responses are collected by HR, combined with others and shared with your manager only as overall themes. Please answer honestly and respectfully, based on your own experience.
Agreement Scale
Score Meaning
5 Strongly agree
4 Agree
3 Neither agree nor disagree
2 Disagree
1 Strongly disagree
Section 1: Direction and Communication
Statement Score (1–5)
My manager sets clear goals and priorities for me [Score]
My manager keeps the team informed about changes [Score]
My manager is available when I need guidance [Score]
Form · Word
Manager Evaluation Form
Download .docx
[Company Logo][Company Name]
PEER REVIEW FORM
Company:
[Company Name]
Review Cycle:
[YYYY–YY]
Return to HR by:
[DD/MM/YYYY]
Employee Being Reviewed
Employee Name [Employee Name]
Designation [Designation]
Department [Department]
About Your Working Relationship
How do you work with this colleague? (same team / cross-team project / internal customer) [Answer]
For how long have you worked together? [Months]
Rating Scale
Form · Word
Peer Review Form
Download .docx

Score	Meaning
5	Strongly agree
4	Agree
3	Neither agree nor disagree
2	Disagree
1	Strongly disagree

Statement	Score (1–5)
My manager sets clear goals and priorities for me	[Score]
My manager keeps the team informed about changes	[Score]
My manager is available when I need guidance	[Score]

How do you work with this colleague? (same team / cross-team project / internal customer)	[Answer]
For how long have you worked together? [Months]

Goal Setting Form

Preview of the form

Step 1: Team / Company Objectives for the Year

Step 2: Individual SMART Goals

Step 3: SMART Check

Step 4: Quarterly Milestones and Resources

Step 5: Review Dates

What this template includes

When to use it

How to customise this template

HR tips

Hire top talent from BetterJobs

Frequently asked questions

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