Prompt details

Tested on

Claude Opus 5.5

Length

622 words · 3 fill-ins

Example input

[Your review form and rating scale]: Annual review, Northfield Distribution. Sections: 1. Overall summary. 2. Key accomplishments. 3. Areas for development. 4. Core values: Safety, Reliability, Teamwork (a comment on each). 5. Overall rating. 6. Goals for next year. Each comment box holds up to 1,000 characters. Rating scale: 1 Does not meet: often falls short of the role's standards. 2 Partially meets: meets some standards, needs improvement in one or more key areas. 3 Meets: consistently meets the role's standards. 4 Exceeds: often goes beyond the standards, with impact beyond their own work. 5 Outstanding: sustained, exceptional performance; a model for others.

[Your notes on the employee]: Marcus T., warehouse associate on second shift (picking and packing), 2 years with us. I have been his shift supervisor all year. - Zero safety incidents all year. In month 4 he spotted a damaged racking upright in aisle 14 and tagged it out before anyone loaded it. Maintenance said it could have failed under load. - Ran the nightly 10-minute safety huddle for two weeks in month 7 while I was out. Did it every night without being asked twice. - Pick accuracy 99.6% for the year (target 99.5%). Pick rate averaged 108 lines an hour against a target of 115, but improved: 103 in Q1, 112 in Q4. - Two late shipments. Month 2: a 40-order batch for our biggest customer missed the 9 pm carrier cutoff by 25 minutes; that night I had him training a new hire and running the batch. Month 10: 8 orders missed the cutoff; he did not tell me the batch was behind until 8:50 pm. - Helped train 3 new hires; two of them told me he was the most patient trainer they had. - Quiet in team meetings and tends not to raise problems until late (see month 10). - Has asked me twice about forklift certification so he can move to receiving. We have budget for 2 certifications next year. - His wife had a baby in month 8 and he took 3 weeks of leave; since then he has asked to avoid Saturday shifts. - I'm thinking an overall 3 (Meets). Maybe a 4 for safety, but the rating is overall.

[Their goals for this period]: 1. Raise pick rate to 115 lines an hour by year end. 2. Zero safety incidents. 3. Cross-train on returns processing by the end of month 6. (He worked a few returns shifts in month 5, but I don't think he finished the training checklist.)

Example output

Marcus T. – Annual Review

Assumptions: "Month 1–12" means this review year. The Q4 figure of 112 is final even though today is 8 November. Each core value has its own 1,000-character box.

Left out: The new baby, his 3 weeks of leave and his request to avoid Saturdays. These are family and leave matters that are legally protected and say nothing about his performance, so handle scheduling separately from the review.

1. Goal check

Goal	Result	Evidence from my notes	Met / Partly met / Missed
Raise pick rate to 115 lines an hour by year end	112 in Q4; 108 average for the year	Rose from 103 (Q1) to 112 (Q4), closing 9 of the 12-line gap, but still below 115	Partly met
Zero safety incidents	Zero incidents	No incidents all year. Also tagged out a damaged racking upright in aisle 14 in month 4	Met
Cross-train on returns processing by end of month 6	Worked a few returns shifts in month 5; checklist not confirmed as finished	Your notes say you don't think he finished the checklist. It's unclear whether that was his doing or a scheduling issue	Partly met (confirm before submitting)

2. The review

1. Overall summary

Marcus had a solid year on second shift, with zero safety incidents and pick accuracy of 99.6% against a 99.5% target. In month 4 he tagged out a damaged racking upright in aisle 14 before it was loaded, and he helped train three new hires. His pick rate rose from 103 lines an hour in Q1 to 112 in Q4, though his yearly average of 108 is below the 115 target. His two development areas for next year are reaching that target and flagging at-risk batches earlier, after 8 orders missed the 9 pm carrier cutoff in month 10.

2. Key accomplishments

Hazard prevention: In month 4, Marcus spotted a damaged racking upright in aisle 14 and tagged it out before anyone loaded it. Maintenance confirmed it could have failed under load.

Training new hires: He helped train 3 new hires this year. Two of them said he was the most patient trainer they had.

Claude Opus 5.5

Performance Review – Performance review prompt for ChatGPT and Claude

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Claude Opus 5.5

This prompt writes a performance review for one of your direct reports. Paste your review form, your notes and their goals; you get a goal check, the review ready to paste, a rating check and talking points.

What you get

A goal check that marks each goal met, partly met or missed with the evidence
The review in your form's sections, every strength and growth area tied to an example
A check on whether your notes support the rating you planned
Talking points for the meeting, with replies to likely pushback

How to use it

1
Paste the form and your notes
Include the rating scale with its definitions, notes from the whole period (not just the last month) and the goals set at the last review.
2
Read the goal check and rating check first
They show whether your evidence supports the rating you had in mind. Settle that before you polish any wording.
3
Fill the gaps and confirm the facts
Replace every [add example], confirm the questions it raises about causes, and make sure nothing personal stayed in the text before you submit.

Better results

Keep a running note on each report through the year, with dates. The review is only as specific as what you paste.
Follow up with "Which sentences would the employee most likely dispute, and what evidence would I need?" before you submit.
Remove the employee's full name and anything personal before pasting, if your company has no approved AI tool for HR data.

Questions

Can I use ChatGPT to write performance reviews?

Yes, ChatGPT can draft a performance review from your notes, the company form and the employee's goals. The review is only as fair as the evidence you give it. Check your company's policy on employee data in AI tools, and read every line before it goes on record.

How do I write a performance review with AI?

Paste the review form, your dated notes from the whole period and the goals, and ask the AI to tie every judgment to an example and leave placeholders where evidence is missing. Then confirm each fact, settle the rating yourself and prepare for the meeting.

What should not be in a performance review?

A performance review should not mention health, family, pregnancy, leave taken, age, religion or other personal matters, or describe personality instead of actions. This prompt leaves those out even when they are in your notes and tells you what it removed.

Will employees know the review was written by AI?

They can tell when a review is vague and full of stock phrases. A review built on specific dated examples from your own notes reads as yours. You stay responsible for every line, so edit anything you would not say in the meeting.

Updated 8 Nov 2026