Free agreement template · Word

Performance Goal Agreement

A performance goal agreement is a formal, signed document in which an employee and their manager commit to a set of performance goals, measures and review dates for the period, along with the support the company will provide. It sets clear mutual expectations and the basis on which performance will be assessed.

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[Company Logo][Company Name]

PERFORMANCE GOAL AGREEMENT

Ref. No.:: [Reference Number]
Date:: [Date]

This Performance Goal Agreement is made between [Company Name], [Company Address] (the "Company"), represented by [Reporting Manager], [Designation], and [Employee Name], Employee ID [Employee ID], [Designation], [Department] (the "Employee").

1. Purpose and Period

1.1 This agreement records the performance goals the Employee will work towards from [DD/MM/YYYY] to [DD/MM/YYYY] (the "Performance Period").
1.2 It sets out how performance will be measured, reviewed and supported.

2. Goals and Measures

Goal	Measure	Target	Weightage (%)	Due Date
[Goal 1]	[Measure]	[Target]	[%]	[DD/MM/YYYY]
[Goal 2]	[Measure]	[Target]	[%]	[DD/MM/YYYY]
[Goal 3]	[Measure]	[Target]	[%]	[DD/MM/YYYY]
[Goal 4]	[Measure]	[Target]	[%]	[DD/MM/YYYY]

3. Company Support

Budget / resources: [Details]
Training or tools: [Details]
Monthly one-to-one meetings with the Reporting Manager
Access to data and stakeholders needed to achieve the goals

4. Reviews and Rating

4.1 Progress will be reviewed on [DD/MM/YYYY], [DD/MM/YYYY] and at the end of the Performance Period.
4.2 Each goal will be rated on the Company’s five-point scale (5 Outstanding, 4 Exceeds, 3 Meets, 2 Needs Improvement, 1 Unsatisfactory) and the weighted result will form the final performance rating.
4.3 Variable pay, if any, will be calculated as per the Company’s [Variable Pay Policy].

5. Changes to Goals

If business priorities change, either party may request a change to the goals. Changes take effect only when recorded in writing and signed by both parties and HR.

6. General

6.1 This agreement does not change the Employee’s appointment letter, CTC or other terms of employment.
6.2 The Employee may raise any concern about the goals or the review process with HR at any time.

For [Company Name]
[Reporting Manager]
[Designation]
Date: [Date]

Employee
[Employee Name]
Date: [Date]

Witnessed by HR
[HR Name]
Date: [Date]

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What this template includes

Numbered clauses setting purpose and period
Goals schedule with measures and weightage
Manager and company support commitments
Review schedule and rating method
Process for changing goals
Clause clarifying that the agreement does not change employment terms

When to use it

Senior or leadership roles where goals are tied to variable pay
Fixed-term or consultant-to-employee transitions
After a promotion into a role with new accountabilities
Any role where a written, signed commitment is preferred

How to customise this template

1Attach the goals schedule from your goal setting form
2Reference your variable pay or bonus policy if applicable
3State the rating scale that will be used at review
4Have both parties initial each page of the schedule

HR tips

Use plain language; this is a performance document, not a legal contract
Keep the goals realistic and within the employee’s control
Record the company’s support commitments as specifically as the goals
Store the signed copy with the appraisal records

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

What is a performance agreement?+

It is a written agreement between an employee and manager that records the goals, measures, support and review process for a performance period.

Is a performance goal agreement legally binding?+

It is mainly a management document. It should state that it does not replace or alter the appointment letter or employment terms.

Can goals in the agreement be changed?+

Yes, by written mutual agreement following the change process set out in the agreement.

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 Goal Agreement

Preview of the agreement

1. Purpose and Period

2. Goals and Measures

3. Company Support

4. Reviews and Rating

5. Changes to Goals

6. General

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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