Leadership Performance Review Layout Template
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Leadership Performance Review Layout

Prepared By: [Your Name]

I. Personal Information

Gather and provide the following details to begin the performance review process:

  • Name: Record the full name of the individual being reviewed.

  • Role: Specify the position or job title held by the individual.

  • Review Period: Indicate the timeframe during which the performance is being assessed.

II. Leadership Competencies

Evaluate the individual's ability to demonstrate and apply key leadership skills:

  • Decision-Making: Assess the ability to make informed, effective, and timely decisions.

  • Team Management: Evaluate skills in leading, motivating, and managing teams to achieve goals.

  • Vision-Setting: Examine the capacity to establish, communicate, and execute a strategic vision.

III. Key Performance Indicators (KPIs)

Measure the individual's performance against established organizational metrics:

KPI

Description

Achievement Level

Revenue Growth

Increase in overall sales and revenue generation.

Exceeds Expectations

Employee Satisfaction

Ratings or feedback from team members on workplace satisfaction.

Meets Expectations

IV. Strengths and Areas for Improvement

A. Strengths

Highlight notable achievements and competencies the individual demonstrates consistently:

  • Excellent communication and interpersonal skills.

  • Strong ability to foster team cohesion and morale.

B. Areas for Improvement

Identify opportunities for personal and professional growth:

  • Enhancement of strategic planning capabilities.

  • Improvement in time management to increase productivity.

V. Feedback Section

Collect and analyze feedback from various sources to provide a comprehensive review:

  • Managers: Input regarding leadership impact and outcome delivery.

  • Peers: Observations on collaboration and support within the team.

  • Subordinates: Feedback on guidance, support, and leadership style.

VI. Development Plan

Outline recommendations to support the individual's continuous development:

  • Training: Suggest specific courses to enhance required skills.

  • Coaching: Recommend mentorship opportunities with senior leaders.

  • Mentoring: Advise participation in structured mentoring programs.

VII. Overall Rating

Provide a summary of the individual's performance, categorizing or scoring it:

The overall performance is rated as "Highly Effective," indicating excellence in most competencies and KPIs.

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