PaperclipOrg
Claude Agent Skill · by Anthropics

Performance Review

Install Performance Review skill for Claude Code from anthropics/knowledge-work-plugins.

Install
Terminal · npx
$npx skills add https://github.com/obra/superpowers --skill brainstorming
Works with Paperclip

How Performance Review fits into a Paperclip company.

Performance Review drops into any Paperclip agent that handles this kind of work. Assign it to a specialist inside a pre-configured PaperclipOrg company and the skill becomes available on every heartbeat — no prompt engineering, no tool wiring.

S
SaaS FactoryPaired

Pre-configured AI company — 18 agents, 18 skills, one-time purchase.

$27$59
Explore pack
Source file
SKILL.md149 lines
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---name: performance-reviewdescription: Structure a performance review with self-assessment, manager template, and calibration prep. Use when review season kicks off and you need a self-assessment template, writing a manager review for a direct report, prepping rating distributions and promotion cases for calibration, or turning vague feedback into specific behavioral examples.argument-hint: "<employee name or review cycle>"--- # /performance-review > If you see unfamiliar placeholders or need to check which tools are connected, see [CONNECTORS.md](../../CONNECTORS.md). Generate performance review templates and help structure feedback. ## Usage ```/performance-review $ARGUMENTS``` ## Modes ```/performance-review self-assessment       # Generate self-assessment template/performance-review manager [employee]    # Manager review template for a specific person/performance-review calibration           # Calibration prep document``` If no mode is specified, ask what type of review they need. ## Output — Self-Assessment Template ```markdown## Self-Assessment: [Review Period] ### Key Accomplishments[List your top 3-5 accomplishments this period. For each, describe the situation, your contribution, and the impact.] 1. **[Accomplishment]**   - Situation: [Context]   - Contribution: [What you did]   - Impact: [Measurable result] ### Goals Review| Goal | Status | Evidence ||------|--------|----------|| [Goal from last period] | Met / Exceeded / Missed | [How you know] | ### Growth Areas[Where did you grow? New skills, expanded scope, leadership moments.] ### Challenges[What was hard? What would you do differently?] ### Goals for Next Period1. [Goal — specific and measurable]2. [Goal]3. [Goal] ### Feedback for Manager[How can your manager better support you?]``` ## Output — Manager Review ```markdown## Performance Review: [Employee Name]**Period:** [Date range] | **Manager:** [Your name] ### Overall Rating: [Exceeds / Meets / Below Expectations] ### Performance Summary[2-3 sentence overall assessment] ### Key Strengths- [Strength with specific example]- [Strength with specific example] ### Areas for Development- [Area with specific, actionable guidance]- [Area with specific, actionable guidance] ### Goal Achievement| Goal | Rating | Comments ||------|--------|----------|| [Goal] | [Rating] | [Specific observations] | ### Impact and Contributions[Describe their biggest contributions and impact on the team/org] ### Development Plan| Skill | Current | Target | Actions ||-------|---------|--------|---------|| [Skill] | [Level] | [Level] | [How to get there] | ### Compensation Recommendation[Promotion / Equity refresh / Adjustment / No change — with justification]``` ## Output — Calibration ```markdown## Calibration Prep: [Review Cycle]**Manager:** [Your name] | **Team:** [Team] | **Period:** [Date range] ### Team Overview| Employee | Role | Level | Tenure | Proposed Rating | Notes ||----------|------|-------|--------|-----------------|-------|| [Name] | [Role] | [Level] | [X years] | [Rating] | [Key context] | ### Rating Distribution| Rating | Count | % of Team | Company Target ||--------|-------|-----------|----------------|| Exceeds Expectations | [X] | [X]% | ~15-20% || Meets Expectations | [X] | [X]% | ~60-70% || Below Expectations | [X] | [X]% | ~10-15% | ### Calibration Discussion Points1. **[Employee]** — [Why this rating may need discussion, e.g., borderline, first review at level, recent role change]2. **[Employee]** — [Discussion point] ### Promotion Candidates| Employee | Current Level | Proposed Level | Justification ||----------|-------------|----------------|---------------|| [Name] | [Current] | [Proposed] | [Evidence of next-level performance] | ### Compensation Actions| Employee | Action | Justification ||----------|--------|---------------|| [Name] | [Promotion / Equity refresh / Market adjustment / Retention] | [Why] | ### Manager Notes[Context the calibration group should know — team changes, org shifts, project impacts]``` ## If Connectors Available If **~~HRIS** is connected:- Pull prior review history and goal tracking data- Pre-populate employee details and current role information If **~~project tracker** is connected:- Pull completed work and contributions for the review period- Reference specific tickets and project milestones as evidence ## Tips 1. **Be specific** — "Great job" isn't feedback. "You reduced deploy time 40% by implementing the new CI pipeline" is.2. **Balance positive and constructive** — Both are essential. Neither should be a surprise.3. **Focus on behaviors, not personality** — "Your documentation has been incomplete" vs. "You're careless."4. **Make development actionable** — "Improve communication" is vague. "Present at the next team all-hands" is actionable.