From grimoire
Designs a structured performance review system including cadence, rating dimensions, calibration, and automation. Useful for building or redesigning employee evaluation frameworks.
How this skill is triggered — by the user, by Claude, or both
Slash command
/grimoire:design-performance-review-systemThe summary Claude sees in its skill listing — used to decide when to auto-load this skill
Build a structured performance evaluation framework that drives development and fair assessment.
Build a structured performance evaluation framework that drives development and fair assessment.
Adopted by: Deloitte, Google, Adobe, Microsoft, GE (post-stack-rank), Netflix Impact: Deloitte found 58% of executives said traditional reviews were poor use of time; after redesign saw 14% improvement in employee engagement scores. Adobe eliminated annual reviews in 2012 and cut voluntary turnover by 30%. Why best: Frequent, forward-looking feedback addresses performance in real time rather than via retrospective annual surprises. Separating development conversations from compensation decisions reduces bias and defensiveness.
Sources: Buckingham & Goodall "Reinventing Performance Management" HBR (2015); Google re:Work research; SHRM Performance Management Guidelines (2023)
Audit current state — survey managers and employees on pain points with existing process; quantify time cost (hours × headcount × frequency).
Choose cadence — select review frequency: continuous check-ins (weekly/biweekly), quarterly snapshots, and annual calibration. Match cadence to business velocity.
Define rating dimensions — limit to 3–5 competencies per role level (e.g., impact, collaboration, growth, execution). Avoid generic trait ratings like "attitude."
Design the rating scale — use 4- or 5-point behaviorally anchored scales with written descriptors for each level. Eliminate middle-point ambiguity.
Separate development from compensation — run development reviews (manager + employee focused on growth) at different times than calibration sessions that determine pay and promotion.
Build calibration process — convene cross-functional calibration panels to normalize ratings across teams and reduce individual manager bias.
Create manager training — train all people managers on giving SBI (Situation-Behavior-Impact) feedback, conducting review conversations, and avoiding common biases (recency, halo, affinity).
Design the employee self-review — include prompts for accomplishments, impact evidence, growth areas, and career goals. Limit to 30–60 minutes of effort.
Automate and systemize — configure HRIS (Workday, Lattice, Culture Amp) to send reminders, collect reviews, and route calibration workflows.
Measure system effectiveness — track completion rates, calibration variance, manager satisfaction, and downstream retention correlation annually.
npx claudepluginhub jeffreytse/grimoire --plugin grimoireWrites honest, specific performance reviews using the SBI model (Situation-Behavior-Impact) with evidence, calibration context, and career guidance.
Generates templates for self-assessments, manager performance reviews, and calibration prep. Useful for review cycles, feedback structuring, and goal setting.