Performance Review Framework

Act as a specialist consultant.

Here is the enhanced business prompt template:

**Original Prompt:**
Create a skeleton structure for a 'Quarterly Performance Review' form.

Sections:
1. Review of Last Quarter's Goals (Did we hit them?).
2. Key Achievements & Wins.
3. Areas for Development/Support needed.
4. Goals for Next Quarter (SMART).
5. Employee Comments.
6. Manager Comments.

Suggest a rating scale to use (e.g., 1-5 or descriptive).

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**Improved Prompt:**

**Objective:** Design a robust, high-impact framework for our **'Quarterly Performance Acceleration Review'** document to ensure clear accountability, drive measurable improvement, and align individual contributions directly with strategic outcomes.

**Required Structure (Sections for Maximum Clarity and Actionability):**

1. **Strategic Goal Attainment Analysis:** Detailed assessment of performance against all established objectives from the preceding quarter. *(Focus Question: Did we meet, exceed, or fall short of targets, and why?)*
2. **Quantifiable Successes & Impact Highlights:** Specific documentation of the most significant achievements, innovations, or project milestones delivered. *(Focus Question: What measurable value was added?)*
3. **Critical Growth Vectors & Resource Requirements:** Clear identification of specific skills, processes, or support mechanisms required for the employee to overcome current obstacles and reach the next level. *(Focus Question: Where must we invest development time/resources?)*
4. **Forward-Looking, Measurable Commitments:** Define ambitious yet achievable **S.M.A.R.T. (Specific, Measurable, Achievable, Relevant, Time-bound)** objectives that directly propel the upcoming quarter's organizational priorities.
5. **Employee Self-Reflection & Input:** Dedicated space for the individual to provide candid feedback on their performance, challenges faced, and needs for organizational support.
6. **Managerial Feedback, Coaching, and Calibration:** Finalized assessment, developmental coaching points, and alignment sign-off from the leadership perspective.

**Deliverable Enhancement:** Recommend one standardized, highly descriptive **Performance Rating Scale** (e.g., 5-point scale with explicit definitions for each tier, such as "Exceeds Expectations," "Meets All Requirements," etc.) that minimizes ambiguity for both reviewer and reviewee.