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Performance Bonus Recommendation

A performance bonus recommendation form is used by managers to propose a performance-linked bonus or variable pay for each team member. It records eligibility, the final rating, the target bonus as per policy, the recommended payout in rupees with justification, and approvals before payroll processes it.

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[Company Logo][Company Name]

PERFORMANCE BONUS RECOMMENDATION FORM

Company:: [Company Name]
Bonus Period:: [DD/MM/YYYY] to [DD/MM/YYYY]
Department:: [Department]
Recommended By:: [Reporting Manager]

Payout Guideline (as per Variable Pay Policy)

Final Rating	Payout as % of Target Bonus
5 – Outstanding	[e.g. 120–150%]
4 – Exceeds Expectations	[e.g. 100–120%]
3 – Meets Expectations	[e.g. 80–100%]
2 – Needs Improvement	[e.g. 0–50%]
1 – Unsatisfactory	[e.g. Nil]

Team Recommendations

Emp. ID	Employee Name	Eligible (Y/N)	Final Rating	Target Bonus (₹)	Guideline Payout (₹)	Recommended Payout (₹)	Justification if Different
[Employee ID]	[Employee Name]	[Y/N]	[Rating]	[Amount]	[Amount]	[Amount]	[Justification]
[Employee ID]	[Employee Name]	[Y/N]	[Rating]	[Amount]	[Amount]	[Amount]	[Justification]
[Employee ID]	[Employee Name]	[Y/N]	[Rating]	[Amount]	[Amount]	[Amount]	[Justification]
[Employee ID]	[Employee Name]	[Y/N]	[Rating]	[Amount]	[Amount]	[Amount]	[Justification]

Summary

Total recommended payout: ₹[Amount]
Approved bonus pool for department: ₹[Amount]
Variance: ₹[Amount]
Employees not eligible and reason	[Details]

Approvals

Role	Name	Decision	Date
Head of Department	[HOD Name]	[Approve / Modify]	[DD/MM/YYYY]
HR / Compensation	[HR Name]	[Approve / Modify]	[DD/MM/YYYY]
Finance	[Name]	[Approve / Modify]	[DD/MM/YYYY]

Approved payouts will be processed in the payroll for [Month YYYY], subject to applicable TDS.

Recommended by
[Reporting Manager]
Date: [Date]

Final Approval
[Authorised Signatory]
Date: [Date]

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What this template includes

Eligibility check (service period, rating, active status)
Payout guideline by rating
Target bonus and recommended payout in ₹
Justification for any deviation from the guideline
Team summary with total budget
Approval and payroll handover

When to use it

Annual or half-yearly variable pay cycle
Spot or project-completion bonus for exceptional work
Sales or project teams with performance-linked payouts
Documenting why a payout differs from the policy guideline

How to customise this template

1Enter your variable pay policy’s payout percentages by rating
2Pro-rate for joiners and long leave as per policy
3Separate statutory bonus, if applicable, from performance bonus
4Attach the team’s final ratings sheet

HR tips

Keep payouts consistent with final calibrated ratings
Explain deviations clearly; approvers will ask
Check the total against the approved bonus pool
Communicate payouts personally, with the reasons

This template is a starting point. Review it against applicable labour laws, state rules, your standing orders and HR policies, and with a legal adviser where needed, before issuing it.

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Frequently asked questions

Is a performance bonus the same as statutory bonus?+

No. Statutory bonus is governed by law for eligible employees, while a performance bonus is a discretionary or policy-based payout linked to performance.

How is a performance bonus calculated?+

Commonly as a percentage of the target bonus or annual CTC, adjusted by the employee’s rating and sometimes company performance.

Is performance bonus taxable?+

Yes. It is treated as part of salary income and TDS is deducted through payroll.

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

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[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]

QUARTERLY PERFORMANCE REVIEW

Company:: [Company Name]
Financial Year:: [YYYY–YY]
Quarter:: Q1 / Q2 / Q3 / Q4 ([DD/MM/YYYY] to [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]

Quarterly 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

A. Quarterly Targets / OKRs

Objective / Target	Planned	Actual	Achievement %	Rating	Q-on-Q Trend
[Objective 1]	[Planned]	[Actual]	[%]	[1–5]	[Up / Same / Down]
[Objective 2]	[Planned]	[Actual]	[%]	[1–5]	[Up / Same / Down]
[Objective 3]	[Planned]	[Actual]	[%]	[1–5]	[Up / Same / Down]
[Objective 4]	[Planned]	[Actual]	[%]	[1–5]	[Up / Same / Down]

Form · Word

Quarterly Performance Review

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[Company Logo][Company Name]

MONTHLY PERFORMANCE REVIEW

Company:: [Company Name]
Month / Year:: [Month] [YYYY]
Working Days in Month:: [Number]

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]
Shift / Process (if applicable)	[Shift]

Monthly 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

1. Monthly Targets

Metric	Monthly Target	Actual	Achievement %	Rating (1–4)
[Metric 1, e.g. Sales Value ₹]	[Target]	[Actual]	[%]	[Rating]
[Metric 2, e.g. Calls / Visits]	[Target]	[Actual]	[%]	[Rating]
[Metric 3, e.g. Quality Score %]	[Target]	[Actual]	[%]	[Rating]
[Metric 4, e.g. Customer Complaints]	[Target]	[Actual]	[%]	[Rating]

Form · Word

Monthly Performance Review

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[Company Logo][Company Name]

PROBATION PERFORMANCE REVIEW FORM

Company:: [Company Name]
Probation Start Date:: [Date of Joining]
Probation End Date:: [DD/MM/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

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 A: Job Performance

Criteria	Rating (1–5)	Comments / Examples
Understanding of role and responsibilities	[Rating]	[Comments]
Quality and accuracy of work	[Rating]	[Comments]
Speed of learning and applying training	[Rating]	[Comments]
Achievement of probation goals	[Rating]	[Comments]
Working relationships with team and customers	[Rating]	[Comments]

Form · Word

Probation Performance Review

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[Company Logo][Company Name]

30-DAY PERFORMANCE REVIEW (NEW JOINER)

Company:: [Company Name]
Date of Joining:: [Date of Joining]
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]
Onboarding Buddy	[Buddy Name]

1. Onboarding Status

Induction and company orientation completed
Laptop, email and system access provided
Policies acknowledged (code of conduct, leave, POSH, IT use)
Role expectations and KRAs explained
Introduced to key stakeholders
Joining documents and bank / UAN details submitted to HR

2. Early Performance 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

Form · Word

30-Day Performance Review

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[Company Logo][Company Name]

60-DAY PERFORMANCE REVIEW

Company:: [Company Name]
Date of Joining:: [Date of Joining]
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

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 1: Progress on Day 30 Goals

Goal Set at Day 30	Progress Made	Rating (1–5)	Comments
[Goal 1]	[Progress]	[Rating]	[Comments]
[Goal 2]	[Progress]	[Rating]	[Comments]
[Goal 3]	[Progress]	[Rating]	[Comments]

Form · Word

60-Day Performance Review

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[Company Logo][Company Name]

90-DAY PERFORMANCE REVIEW

Company:: [Company Name]
Date of Joining:: [Date of Joining]
Review Date:: [Date]
Probation End Date:: [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: Results Against 90-Day Targets

Target	Result Achieved	Rating (1–5)	Evidence
[Target 1]	[Result]	[Rating]	[Evidence]
[Target 2]	[Result]	[Rating]	[Evidence]
[Target 3]	[Result]	[Rating]	[Evidence]
[Target 4]	[Result]	[Rating]	[Evidence]

Form · Word

90-Day Performance Review

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Performance Bonus Recommendation

Preview of the form

Payout Guideline (as per Variable Pay Policy)

Team Recommendations

Summary

Approvals

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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