Free form template · Word

Talent Review Form

A talent review form is a one-page talent profile prepared for each employee discussed in a leadership talent review meeting. It brings together performance history, potential, flight risk, readiness for the next role and key strengths, and records the actions the group agrees, such as stretch roles, retention steps or development.

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[Company Logo][Company Name]

TALENT REVIEW FORM

Company:: [Company Name]
Talent Review Date:: [Date]
Classification:: Confidential

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]
Time in Current Role	[Years]
Critical Role: Yes / No

Performance History

Year	Final Rating (1–5)	Key Achievement
[YYYY–YY]	[Rating]	[Achievement]
[YYYY–YY]	[Rating]	[Achievement]
[YYYY–YY]	[Rating]	[Achievement]

Talent Indicators

Indicator	Assessment	Notes
Potential	High / Medium / Limited	[Notes]
Flight risk	Low / Medium / High	[Notes]
Impact of loss	Low / Medium / High	[Notes]
Readiness for next role	Ready now / 1–2 years / 3+ years	[Notes]
Mobility	Open to relocation / Limited / Not open	[Notes]

Strengths and Development Needs

Top strengths	[Strengths]
Development needs	[Needs]
Career interests stated by employee	[Interests]

Agreed Talent Actions

Action	Type (Develop / Retain / Move / Promote)	Owner	Due Date
[Action 1]	[Type]	[Owner]	[DD/MM/YYYY]
[Action 2]	[Type]	[Owner]	[DD/MM/YYYY]
[Action 3]	[Type]	[Owner]	[DD/MM/YYYY]

Panel comments:
[Comments]

Presented by
[Reporting Manager]

Panel Chair
[Name]
Date: [Date]

HR
[HR Name]
Date: [Date]

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What this template includes

Three-year performance rating history
Potential rating from the potential assessment
Flight risk and impact of loss
Readiness for next role
Strengths and development needs
Agreed talent actions with owners

When to use it

Annual or half-yearly talent review meetings
Discussing critical-role holders and high performers
Building a succession bench
Planning retention actions for key talent

How to customise this template

1Pre-fill ratings from HRMS before the meeting
2Use the same potential scale as your nine-box grid
3Add a "critical role" flag for key positions
4Keep the form confidential to the review panel

HR tips

Prepare profiles a week before the meeting
Challenge ratings that rest on a single manager’s view
End each profile discussion with one concrete action
Track actions to closure at the next review

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Frequently asked questions

What is a talent review?+

It is a meeting where leaders discuss employees’ performance, potential and readiness to identify high potentials, successors and development or retention actions.

What information is included in a talent profile?+

Performance ratings, potential rating, career interests, mobility, flight risk, strengths, development needs and agreed actions.

How often should talent reviews be held?+

Most organisations hold them once a year, often after the appraisal cycle, with a lighter mid-year update.

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

[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]

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]

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]

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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Talent Review Form

Preview of the form

Performance History

Talent Indicators

Strengths and Development Needs

Agreed Talent Actions

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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