25 Questions for a Travel Agency Customer Satisfaction Survey Free form template
Performance review form template. Every employee rated on the same eight competencies.
The manager fills in one form per employee and review period: eight competencies from Unsatisfactory to Outstanding, the goals, strengths, areas to develop, next period’s goals and an overall rating. The same form works as a self-review. Copy it, put in your own competencies and send the link to your managers.
Free plan: 100 responses a month and up to 50 surveys, no credit card. The competency matrix works on Basic and higher plans. Every new account starts with a 14-day Premium trial that includes it.
The template’s real survey on a phone.
- 12 ready questionsAbout 5 min on a phone.
- Yours to changeQuestions, answers and logic.
- A ready reportA chart for every closed question.
- Export on every planCSV, Excel and SPSS.
A review written from memory leans on the last few weeks. A form with the same competencies and the same five levels makes reviews comparable across the team and from one period to the next.
The 12 performance review form questions in this template.
In the order the reviewer fills them in. Swap the competencies for your own and keep the five levels the same in every review.
Who and when
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Employee's name
Why ask it. Whose review it is. Every review in the report carries a name, so you can find any of them in seconds.
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Job title or team
Why ask it. Groups reviews by role or team when you sort the export. Turn it into a dropdown with your teams if you want a chart for each.
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Reviewer's name
Why ask it. Who wrote the review. In a self-review it is the employee’s own name, which tells the two kinds apart.
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Review period
Why ask it. Ties the review to a quarter or half-year, so next period’s review has something to compare with.
Competencies and goals
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Rate the employee on each competency
Scale: Unsatisfactory, Needs improvement, Meets expectations, Exceeds expectations, Outstanding
Why ask it. Eight competencies on one five-level scale. Named levels mean the same thing to every manager, which a bare 1–5 does not.
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Did the employee meet the goals set for this period?
Why ask it. Results next to behaviour. “No goals were set” is an answer too: it shows where goal setting has to start.
Feedback and next steps
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What are the employee's key strengths?
Why ask it. Strengths with concrete examples from the period. Start the review conversation here.
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Which areas should the employee develop?
Why ask it. Skills and behaviours anyone can observe, which turns criticism into a plan.
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Goals for the next period
Why ask it. Specific goals with deadlines. The next review asks whether they were met.
Overall rating and support
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Overall rating for this period
Why ask it. One rating that weighs the competencies and the goals together, on the same five levels as the matrix.
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What training or support would help the employee?
Why ask it. Across all reviews, this chart is your training plan for the next period.
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Employee's comments
Why ask it. The employee’s side, added after you go over the review together. Optional, so the form can be sent without it.
How to run performance reviews with this form.
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Copy the form
Click “Use this template” and create a free account or log in. The form is copied to your account with all 12 questions. The copy waits in your survey list as a draft.
- 2
Make it yours
Put your own competencies in the matrix rows, keep the five levels, and turn the job title into a dropdown with your teams if you want the report split by team.
- 3
Send it to your managers
Each manager opens the link and fills in one form per employee. For self-reviews, send the same link to the employees. With e-mail notifications on, every review that arrives lands in your inbox.
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Talk it through
Go over the review with the employee, add their comments and agree on the goals. The charts then show the whole team at a glance.
How to read the reviews.
Where the team is strong
The matrix chart shows, for each competency, how many reviews landed on each level. The row with the most Needs improvement answers is where team training pays off first.
One employee, two views
Export the reviews to Excel or CSV on any plan and put the manager’s review next to the self-review. The competencies where they differ are the ones to discuss.
What support to budget for
The chart for the training question counts what managers ask for. On Basic and higher plans, filter the reviews by overall rating to see what each group needs.
How to get reviews you can compare.
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Agree on the levels first
Tell managers what Meets expectations means in your company before the first review, or one manager’s Outstanding becomes another’s Meets.
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Review the whole period
Ask managers to note examples during the period. Reviews written from memory lean on the last few weeks.
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Same form every time
Keep the competencies and levels unchanged from period to period, so this year’s reviews compare with last year’s.
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Close the loop
Start the next review with last period’s goals. The form asks about them in question six.
More performance review questions you can add.
Not in the template. Add any of them in the builder in a few clicks.
Goals in detail
- Rate progress on each goal set for this period
- What got in the way of the goals that were not met?
- Which result from this period are you proudest of?
Growth
- Is the employee ready for more responsibility?
- Which skill should the employee build next?
- Where does the employee want to be in a year?
Values and behaviour
- How well does the employee live our company values?
- How does the employee respond to feedback?
- How does the employee help new colleagues settle in?
Free tools for your results
- Likert scale calculatorThe average of each competency across reviews, counting Unsatisfactory as 1 and Outstanding as 5.
- Weighted score calculatorOne score per employee, with the competencies that matter most for the role weighted higher.
- Top box calculatorThe share of reviews rated Exceeds expectations or Outstanding.
- Performance evaluation surveysReview surveys for managers, training programs, vendors and service teams.
- Training request formWhen a review calls for a course, the employee asks for it with this form.
More templates
Questions about this template
What should a performance review form include?
Who is reviewed, by whom and for which period, ratings on the core competencies, whether the goals were met, strengths, areas to develop, goals for the next period, an overall rating and the employee’s comments. This template asks all of it in twelve questions.
Can employees use it for a self-review?
Yes. The employee writes their own name as the reviewer and rates themselves on the same competencies. Export both reviews to Excel or CSV and compare them before the conversation.
How do I get an average for each competency?
The report shows how many reviews put each competency at each level. Enter those counts into the free Likert scale calculator, counting Unsatisfactory as 1 and Outstanding as 5, or export the reviews and work with them in a spreadsheet.
Can the employee sign the review?
No. SurveyNinja has no e-signature. The employee adds their comments in the last question; record the sign-off in your HR system.
How often should we run performance reviews?
Once or twice a year is common, often with short check-ins in between. Keep the same form for every round, so the results compare.
Run your next review round on one form.
Copy the form, put in your competencies and send the link to your managers.