Free template template · Word

Performance Scorecard

A performance scorecard presents an employee’s key measures in a balanced-scorecard layout across four perspectives: financial, customer, internal process and learning. Each measure has a weight, target, actual and RAG status, giving a quick visual score that managers can update monthly or quarterly.

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[Company Logo][Company Name]

EMPLOYEE PERFORMANCE SCORECARD

Company:: [Company Name]
Employee:: [Employee Name] ([Employee ID])
Designation / Department:: [Designation] / [Department]
Period:: [Month / Quarter] [YYYY]

RAG Status Legend

Status	Rule	Score
Green	Achieved 95% or more of target	3
Amber	Achieved 80% to 94% of target	2
Red	Achieved below 80% of target	1

Scorecard

Perspective	Measure	Weight (%)	Target	Actual	RAG	Weighted Score	Trend vs Last Period
Financial	[e.g. Revenue ₹ / Cost saving ₹]	[%]	[Target]	[Actual]	[RAG]	[Score]	[Up / Same / Down]
Financial	[e.g. Collections within 60 days %]	[%]	[Target]	[Actual]	[RAG]	[Score]	[Trend]
Customer	[e.g. Customer satisfaction score]	[%]	[Target]	[Actual]	[RAG]	[Score]	[Trend]
Customer	[e.g. Complaints resolved within SLA %]	[%]	[Target]	[Actual]	[RAG]	[Score]	[Trend]
Internal Process	[e.g. On-time project delivery %]	[%]	[Target]	[Actual]	[RAG]	[Score]	[Trend]
Internal Process	[e.g. Audit / compliance findings]	[%]	[Target]	[Actual]	[RAG]	[Score]	[Trend]
Learning & Growth	[e.g. Training hours completed]	[%]	[Target]	[Actual]	[RAG]	[Score]	[Trend]
Learning & Growth	[e.g. Team members certified]	[%]	[Target]	[Actual]	[RAG]	[Score]	[Trend]

Total weighted score (max 3.00)	[Score]
Overall status: Green / Amber / Red

Commentary on Red and Amber Measures

Measure	Reason	Recovery Action	Owner	Target Date
[Measure]	[Reason]	[Action]	[Owner]	[DD/MM/YYYY]
[Measure]	[Reason]	[Action]	[Owner]	[DD/MM/YYYY]

Employee
[Employee Name]
Date: [Date]

Reporting Manager
[Reporting Manager]
Date: [Date]

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What this template includes

Four balanced-scorecard perspectives
Weight, target and actual for each measure
Red/Amber/Green status legend
Score calculation with weighted total
Period-on-period trend column
Commentary on red items

When to use it

Senior individual contributors and managers with mixed goals
Monthly or quarterly business reviews
Linking individual goals to company strategy
Presenting performance on one page to leadership

How to customise this template

1Choose two or three measures per perspective
2Set weights totalling 100% across all measures
3Define RAG thresholds (e.g. Green ≥ 95% of target)
4Refresh actuals from MIS reports each period

HR tips

Do not overload; 8–12 measures is usually enough
Include at least one leading indicator, not only lagging results
Always explain red items with a recovery action
Share the scorecard with the employee before review meetings

For HR & hiring managers

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Frequently asked questions

What is an employee performance scorecard?+

It is a one-page summary of an employee’s key measures, targets and actual results, often grouped in balanced-scorecard perspectives with a weighted score.

What is RAG status?+

Red, Amber, Green status shows at a glance whether a measure is off track, at risk or on track against target.

How often should a scorecard be updated?+

Monthly or quarterly, depending on how quickly the measures change and when data is available.

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 Scorecard

Preview of the template

RAG Status Legend

Scorecard

Commentary on Red and Amber Measures

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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