Performance Review Cycle Automation

Act as an organizational development expert. Build a complete performance review system for [COMPANY_NAME] ([INDUSTRY], [TEAM_SIZE] employees).

**Our Framework:**
- Values: [LIST 3-5]
- Competencies: [LIST OR DESCRIBE]
- Review cycle: [ANNUAL/SEMI-ANNUAL/QUARTERLY]
- Current process: [DESCRIBE]

**Create all of these, ensuring they reference the same competencies throughout:**

**1. Self-Assessment Template:**
- 5-7 reflection questions tied to our competencies
- Accomplishment log (Situation-Action-Result format)
- Self-rating per competency
- Goal-setting section

**2. Manager Evaluation Template:**
- 1-5 rating rubric with behavioral anchors per competency
- Accomplishment recognition
- Growth areas with required examples
- Development recommendations
- Promotion readiness flag

**3. 360-Feedback Survey:**
- 10-12 questions (Likert + open-ended)
- Covers collaboration, communication, leadership, values
- Designed for anonymity

**4. Calibration Session Guide:**
- Facilitation instructions
- Rating distribution framework
- Bias check prompts
- Conflict resolution steps

**5. Development Plan Template:**
- Linked to review results
- 3/6/12-month goals
- Actions: training, stretch projects, mentoring
- Success metrics

I need a complete performance review system for my [INDUSTRY] company, [COMPANY_NAME] ([TEAM_SIZE] employees).

**Our foundation:**
- Values: [LIST 3-5]
- What good performance looks like: [DESCRIBE COMPETENCIES]
- How often we review: [CADENCE]
- What we do now: [DESCRIBE CURRENT PROCESS]

**Please create 5 connected templates, all referencing the same competencies:**

1. **Self-assessment:** 5-7 reflection questions, accomplishment log (situation-action-result), self-ratings, and goals
2. **Manager evaluation:** Rating rubric (1-5 with descriptions per level per competency), accomplishment recognition, growth areas with examples, development actions, promotion readiness
3. **360-feedback survey:** 10-12 questions mixing ratings and open-ended, covering teamwork, communication, leadership, and values
4. **Calibration guide:** How to run a calibration meeting, distribution guidance, bias checks, disagreement resolution
5. **Development plan:** Tied to review outcomes, 3/6/12-month goals, training and stretch assignments, success metrics

Make sure all 5 documents use consistent language and reference the same competency framework.

I want to set up a proper performance review process for my [INDUSTRY] company, [COMPANY_NAME] ([TEAM_SIZE] employees).

**What we care about:**
- Our values: [LIST 3-5]
- What great performance looks like: [DESCRIBE]
- How often we want to do reviews: [CADENCE]
- What we do today: [DESCRIBE]

**Please create these 5 templates (make sure they all use the same competencies):**

1. **Self-assessment form:** Reflection questions about their performance, a place to list accomplishments, self-ratings, and goals for next period.

2. **Manager review form:** A rating scale (1-5 with clear descriptions for each level), space to recognize good work, areas to improve with specific examples, what to work on next, and whether they are ready for promotion.

3. **360-feedback survey:** 10-12 questions from coworkers about teamwork, communication, leadership, and living our values. Mix of rating scales and written answers.

4. **Calibration meeting guide:** How to run a meeting where managers compare ratings, make sure they are fair, check for bias, and resolve disagreements.

5. **Growth plan:** Connected to the review results. Goals for 3, 6, and 12 months. Training, projects, and mentoring. How to measure progress.