{"id":"76f78869-b455-4471-8bb6-0532b98ac6d1","entityType":"agent","slug":"clawhub-skills-1kalin-afrexai-performance-review","name":"afrexai-performance-review","canonicalUrl":"https://www.xpersona.co/agent/clawhub-skills-1kalin-afrexai-performance-review","canonicalPath":"/agent/clawhub-skills-1kalin-afrexai-performance-review","generatedAt":"2026-10-10T00:02:57.561Z","source":"CLAWHUB","claimStatus":"UNCLAIMED","verificationTier":"NONE","summary":{"evidence":{"source":"editorial-content","verified":true,"confidence":"high","updatedAt":"2026-04-15T00:45:39.800Z","emptyReason":null},"description":"Performance Review Engine Performance Review Engine Your AI-powered performance management system. Write reviews that develop people, not just evaluate them. From self-assessments to 360° feedback to calibration — complete frameworks for every review cycle. --- Quick Start Tell your agent: - \"Write a performance review for [name] — they exceeded on delivery but need to improve communication\" - \"Help me write my self-assessment for H2 2025\" -","descriptionLabel":"Technical summary","evidenceSummary":"Capability contract not published. No trust telemetry is available yet. Last updated 4/15/2026.","installCommand":"clawhub skill install skills:1kalin:afrexai-performance-review","sourceUrl":"https://github.com/openclaw/skills/tree/main/skills/1kalin/afrexai-performance-review","homepage":null,"primaryLinks":[{"label":"View on ClawHub","url":"https://github.com/openclaw/skills/tree/main/skills/1kalin/afrexai-performance-review","kind":"source"}],"safetyScore":84,"overallRank":62,"popularityScore":50,"trustScore":null,"claimedByName":null,"isOwner":false,"seoDescription":"Performance Review Engine Performance Review Engine Your AI-powered performance management system. Write reviews that develop people, not just evaluate them. Fr"},"coverage":{"evidence":{"source":"public-profile","verified":false,"confidence":"medium","updatedAt":"2026-04-15T00:45:39.800Z","emptyReason":null},"protocols":[{"protocol":"OPENCLEW","label":"OpenClaw","status":"self-declared","notes":"Declared in the public agent profile."}],"capabilities":[{"label":"you","status":"self-declared"},{"label":"i","status":"self-declared"},{"label":"mask","status":"self-declared"},{"label":"needed","status":"self-declared"}],"verifiedCount":0,"selfDeclaredCount":5,"capabilityMatrix":{"rows":[{"key":"OPENCLEW","type":"protocol","support":"unknown","confidenceSource":"profile","notes":"Listed on profile"},{"key":"you","type":"capability","support":"supported","confidenceSource":"profile","notes":"Declared in agent profile metadata"},{"key":"i","type":"capability","support":"supported","confidenceSource":"profile","notes":"Declared in agent profile metadata"},{"key":"mask","type":"capability","support":"supported","confidenceSource":"profile","notes":"Declared in agent profile metadata"},{"key":"needed","type":"capability","support":"supported","confidenceSource":"profile","notes":"Declared in agent profile metadata"}],"flattenedTokens":"protocol:OPENCLEW|unknown|profile capability:you|supported|profile capability:i|supported|profile capability:mask|supported|profile capability:needed|supported|profile"}},"adoption":{"evidence":{"source":"no-adoption-signals","verified":false,"confidence":"low","updatedAt":"2026-04-15T00:45:39.800Z","emptyReason":"No source adoption metrics were available."},"stars":null,"forks":null,"downloads":null,"packageName":null,"latestVersion":null,"tractionLabel":null},"release":{"evidence":{"source":"agent-index","verified":false,"confidence":"medium","updatedAt":"2026-02-25T06:17:49.710Z","emptyReason":null},"lastUpdatedAt":"2026-04-15T00:45:39.800Z","lastCrawledAt":"2026-02-25T06:17:49.710Z","lastIndexedAt":null,"nextCrawlAt":"2026-02-26T06:17:49.710Z","lastVerifiedAt":null,"highlights":[]},"execution":{"evidence":{"source":"CLAWHUB","verified":false,"confidence":"low","updatedAt":null,"emptyReason":"No published capability contract is available yet."},"installCommand":"clawhub skill install skills:1kalin:afrexai-performance-review","setupComplexity":"low","setupSteps":["Setup complexity is LOW. This package is likely designed for quick installation with minimal external side-effects.","Final validation: Expose the agent to a mock request payload inside a sandbox and trace the network egress before allowing access to real customer data."],"contract":{"contractStatus":"missing","authModes":[],"requires":[],"forbidden":[],"supportsMcp":false,"supportsA2a":false,"supportsStreaming":false,"inputSchemaRef":null,"outputSchemaRef":null,"dataRegion":null,"contractUpdatedAt":null,"sourceUpdatedAt":null,"freshnessSeconds":null},"invocationGuide":{"preferredApi":{"snapshotUrl":"https://www.xpersona.co/api/v1/agents/clawhub-skills-1kalin-afrexai-performance-review/snapshot","contractUrl":"https://www.xpersona.co/api/v1/agents/clawhub-skills-1kalin-afrexai-performance-review/contract","trustUrl":"https://www.xpersona.co/api/v1/agents/clawhub-skills-1kalin-afrexai-performance-review/trust"},"curlExamples":["curl -s \"https://www.xpersona.co/api/v1/agents/clawhub-skills-1kalin-afrexai-performance-review/snapshot\"","curl -s \"https://www.xpersona.co/api/v1/agents/clawhub-skills-1kalin-afrexai-performance-review/contract\"","curl -s \"https://www.xpersona.co/api/v1/agents/clawhub-skills-1kalin-afrexai-performance-review/trust\""],"jsonRequestTemplate":{"query":"summarize this repo","constraints":{"maxLatencyMs":2000,"protocolPreference":["OPENCLEW"]}},"jsonResponseTemplate":{"ok":true,"result":{"summary":"...","confidence":0.9},"meta":{"source":"CLAWHUB","generatedAt":"2026-10-10T00:02:57.560Z"}},"retryPolicy":{"maxAttempts":3,"backoffMs":[500,1500,3500],"retryableConditions":["HTTP_429","HTTP_503","NETWORK_TIMEOUT"]}},"endpoints":{"dossierUrl":"https://www.xpersona.co/api/v1/agents/clawhub-skills-1kalin-afrexai-performance-review/dossier","snapshotUrl":"https://www.xpersona.co/api/v1/agents/clawhub-skills-1kalin-afrexai-performance-review/snapshot","contractUrl":"https://www.xpersona.co/api/v1/agents/clawhub-skills-1kalin-afrexai-performance-review/contract","trustUrl":"https://www.xpersona.co/api/v1/agents/clawhub-skills-1kalin-afrexai-performance-review/trust"}},"reliability":{"evidence":{"source":"runtime-metrics","verified":false,"confidence":"low","updatedAt":null,"emptyReason":"No trust, reliability, or runtime telemetry is available."},"trust":{"status":"unavailable","handshakeStatus":"UNKNOWN","verificationFreshnessHours":null,"reputationScore":null,"p95LatencyMs":null,"successRate30d":null,"fallbackRate":null,"attempts30d":null,"trustUpdatedAt":null,"trustConfidence":"unknown","sourceUpdatedAt":null,"freshnessSeconds":null},"decisionGuardrails":{"doNotUseIf":["Contract metadata is missing or unavailable for deterministic execution."],"safeUseWhen":[],"riskFlags":["missing_or_unavailable_contract","trust_data_unavailable","schema_references_missing"],"operationalConfidence":"low"},"executionMetrics":{"observedLatencyMsP50":null,"observedLatencyMsP95":null,"estimatedCostUsd":null,"uptime30d":null,"rateLimitRpm":null,"rateLimitBurst":null,"lastVerifiedAt":null,"verificationSource":null},"runtimeMetrics":{"successRate":null,"avgLatencyMs":null,"avgCostUsd":null,"hallucinationRate":null,"retryRate":null,"disputeRate":null,"p50Latency":null,"p95Latency":null,"lastUpdated":null}},"benchmarks":{"evidence":{"source":"no-benchmark-data","verified":false,"confidence":"low","updatedAt":null,"emptyReason":"No benchmark suites or observed failure patterns are available."},"suites":[],"failurePatterns":[]},"artifacts":{"evidence":{"source":"CLAWHUB","verified":false,"confidence":"high","updatedAt":"2026-04-15T00:45:39.800Z","emptyReason":null},"readme":"# Performance Review Engine\n\n> Your AI-powered performance management system. Write reviews that develop people, not just evaluate them. From self-assessments to 360° feedback to calibration — complete frameworks for every review cycle.\n\n---\n\n## Quick Start\n\nTell your agent:\n- \"Write a performance review for [name] — they exceeded on delivery but need to improve communication\"\n- \"Help me write my self-assessment for H2 2025\"\n- \"Run a 360° feedback collection for my team of 6\"\n- \"Prepare calibration notes for my 4 direct reports\"\n\n---\n\n## 1. Review Cycle Setup\n\n### Cycle Configuration Template\n\n```yaml\ncycle:\n  name: \"H2 2025 Performance Review\"\n  period: \"2025-07-01 to 2025-12-31\"\n  type: annual | semi-annual | quarterly\n  timeline:\n    self_assessment_due: \"2026-01-10\"\n    peer_feedback_due: \"2026-01-17\"\n    manager_draft_due: \"2026-01-24\"\n    calibration_session: \"2026-01-28\"\n    delivery_window: \"2026-01-29 to 2026-02-07\"\n  participants:\n    - name: \"\"\n      role: \"\"\n      level: \"\"\n      tenure_months: 0\n      previous_rating: \"\"\n      peer_reviewers: []\n      skip_level_reviewer: \"\"\n  rating_scale:\n    1: \"Does Not Meet Expectations\"\n    2: \"Partially Meets Expectations\"\n    3: \"Meets Expectations\"\n    4: \"Exceeds Expectations\"\n    5: \"Significantly Exceeds Expectations\"\n  competencies:\n    - name: \"Delivery & Execution\"\n      weight: 30\n    - name: \"Technical/Functional Expertise\"\n      weight: 25\n    - name: \"Communication & Collaboration\"\n      weight: 20\n    - name: \"Leadership & Influence\"\n      weight: 15\n    - name: \"Growth & Development\"\n      weight: 10\n```\n\n### Rating Distribution Guidelines\n\n| Rating | Target % | Description |\n|--------|----------|-------------|\n| 5 - Significantly Exceeds | 5-10% | Transformational impact, raises the bar for everyone |\n| 4 - Exceeds | 20-25% | Consistently above expectations, visible impact |\n| 3 - Meets | 50-60% | Solid, reliable performer at level |\n| 2 - Partially Meets | 10-15% | Gaps in key areas, needs focused improvement |\n| 1 - Does Not Meet | 0-5% | Serious performance concerns, PIP candidate |\n\n**Forced distribution warning:** These are guidelines, not quotas. If a team genuinely has 80% high performers, the distribution should reflect reality. Forcing bell curves creates distrust.\n\n---\n\n## 2. Self-Assessment Framework\n\n### STAR-I Method (Situation → Task → Action → Result → Impact)\n\nGuide employees to write self-assessments that actually demonstrate value:\n\n```markdown\n### Achievement: [Title]\n\n**Situation:** What was the context or challenge?\n**Task:** What was your specific responsibility?\n**Action:** What did you do? (Be specific — tools, approaches, decisions)\n**Result:** What was the measurable outcome?\n**Impact:** How did this affect the team/org/company beyond the immediate result?\n\n**Competency alignment:** [Which competency does this demonstrate?]\n**Evidence:** [Links, metrics, Slack messages, PRs, customer feedback]\n```\n\n### Self-Assessment Prompts by Competency\n\n**Delivery & Execution:**\n- What were your top 3-5 deliverables this period?\n- Which projects were on time/budget? Which weren't, and why?\n- How did you handle blockers or scope changes?\n- What did you ship that you're most proud of?\n\n**Technical/Functional Expertise:**\n- What new skills or knowledge did you develop?\n- Where did you serve as the go-to expert?\n- What technical decisions did you make and what was the outcome?\n- How did you stay current in your field?\n\n**Communication & Collaboration:**\n- How did you contribute to team effectiveness?\n- Give an example of resolving a disagreement productively\n- How did you share knowledge with others?\n- What cross-functional work did you do?\n\n**Leadership & Influence:**\n- How did you influence outcomes beyond your direct responsibilities?\n- Did you mentor or develop others? How?\n- What initiatives did you drive or champion?\n- How did you contribute to team culture?\n\n**Growth & Development:**\n- What feedback did you receive and act on?\n- What's your biggest area of growth this period?\n- Where do you still want to improve?\n- What are your goals for next period?\n\n### Self-Assessment Quality Checklist\n\n- [ ] Includes 5-8 concrete achievements with metrics\n- [ ] Uses STAR-I format (not just \"I did X\")\n- [ ] Covers all competency areas, not just delivery\n- [ ] Acknowledges at least 1-2 growth areas honestly\n- [ ] References specific feedback received and actions taken\n- [ ] Includes forward-looking goals\n- [ ] Avoids vague language (\"helped with,\" \"was involved in\")\n- [ ] Links to evidence where possible\n- [ ] Appropriate length (1-2 pages, not 10)\n- [ ] Written in first person, professional but human tone\n\n---\n\n## 3. Manager Review Writing\n\n### The OBSERVE Framework\n\nStructure every review around:\n\n**O — Outcomes delivered:** What did they ship/achieve? Metrics and evidence.\n**B — Behaviors demonstrated:** HOW they worked, not just what they produced.\n**S — Strengths to leverage:** Their superpower — what should they do MORE of?\n**E — Edges to develop:** Growth areas framed as opportunities, not failures.\n**R — Relationships & impact:** How they affected team dynamics and culture.\n**V — Vision forward:** Clear expectations and development plan for next period.\n**E — Evidence cited:** Every claim backed by specific examples.\n\n### Writing Rules\n\n1. **Specific > Vague**\n   - ❌ \"Great job this quarter\"\n   - ✅ \"Led the API migration affecting 12 services, completing 2 weeks ahead of schedule with zero customer-facing incidents\"\n\n2. **Behavior > Trait**\n   - ❌ \"Is a natural leader\"\n   - ✅ \"Organized weekly knowledge-sharing sessions that improved team velocity by 15% and reduced onboarding time for 3 new hires\"\n\n3. **Pattern > Incident**\n   - ❌ \"Missed the Q3 deadline\"\n   - ✅ \"Delivery timelines were missed on 3 of 5 projects, consistently by 1-2 weeks, suggesting estimation needs improvement\"\n\n4. **Forward > Backward**\n   - ❌ \"Failed to communicate effectively\"\n   - ✅ \"Strengthening stakeholder communication — specifically proactive status updates — would multiply the impact of their strong technical work\"\n\n5. **Balanced always**\n   - Even top performers need development feedback\n   - Even struggling performers have strengths to acknowledge\n   - Target ratio: 60% strengths / 40% development (adjust by rating)\n\n### Review Templates by Rating\n\n#### Rating 5 — Significantly Exceeds\n\n```markdown\n## Performance Review: [Name] — H2 2025\n**Rating: Significantly Exceeds Expectations (5/5)**\n\n### Summary\n[Name] delivered exceptional results this period, consistently operating above their current level. Their impact extended well beyond their role, influencing [team/org/company] outcomes in measurable ways.\n\n### Key Achievements\n1. **[Achievement]** — [STAR-I summary with metrics]\n2. **[Achievement]** — [STAR-I summary with metrics]\n3. **[Achievement]** — [STAR-I summary with metrics]\n\n### Competency Assessment\n| Competency | Rating | Evidence |\n|-----------|--------|----------|\n| Delivery & Execution | 5 | [Specific examples] |\n| Technical Expertise | [X] | [Specific examples] |\n| Communication | [X] | [Specific examples] |\n| Leadership | [X] | [Specific examples] |\n| Growth | [X] | [Specific examples] |\n\n### Strengths to Leverage\n- [Strength 1] — this is a differentiator that should be amplified\n- [Strength 2] — consider giving them a platform to share this more broadly\n\n### Development Opportunities\nEven at this exceptional level, continued growth in [area] would unlock [next-level impact]. Specifically:\n- [Development area with actionable suggestion]\n- [Stretch assignment or learning recommendation]\n\n### Forward Look\n[Name] is ready for [promotion/expanded scope/leadership opportunity]. Recommended next steps: [specific action].\n```\n\n#### Rating 3 — Meets Expectations\n\n```markdown\n## Performance Review: [Name] — H2 2025\n**Rating: Meets Expectations (3/5)**\n\n### Summary\n[Name] delivered solid, reliable work this period, meeting the expectations of their role. They are a dependable contributor who [key positive theme].\n\n### Key Achievements\n1. **[Achievement]** — [Evidence]\n2. **[Achievement]** — [Evidence]\n3. **[Achievement]** — [Evidence]\n\n### Competency Assessment\n[Same table format]\n\n### Strengths\n- [Strength 1 with evidence]\n- [Strength 2 with evidence]\n\n### Development Areas\nTo move from \"meets\" to \"exceeds,\" [Name] should focus on:\n1. **[Area]** — Currently [current state]. The gap is [specific gap]. To close it: [actionable steps].\n2. **[Area]** — [Same structure]\n\n### Forward Look\nGoals for next period:\n1. [Measurable goal tied to development area]\n2. [Stretch goal that would demonstrate growth]\n3. [Continuation goal building on strengths]\n```\n\n#### Rating 1-2 — Below Expectations\n\n```markdown\n## Performance Review: [Name] — H2 2025\n**Rating: [Partially Meets / Does Not Meet] Expectations ([1-2]/5)**\n\n### Summary\n[Name] struggled to meet expectations in key areas this period. While [acknowledge any positives], significant gaps in [areas] need to be addressed.\n\n### Performance Gaps\n1. **[Gap]** — Expected: [what was expected]. Actual: [what happened]. Impact: [business impact]. Examples: [2-3 specific instances].\n2. **[Gap]** — [Same structure]\n\n### What Was Done Well\n- [Genuine positive — never skip this section]\n\n### Context Considered\n- [Any mitigating factors: reorg, unclear expectations, personal circumstances]\n- [Whether support/coaching was provided and when]\n\n### Improvement Plan\n| Area | Current State | Target State | Actions | Timeline | Support Needed |\n|------|--------------|-------------|---------|----------|----------------|\n| [Gap 1] | [Specific] | [Specific] | [Steps] | [Date] | [Resources] |\n| [Gap 2] | [Specific] | [Specific] | [Steps] | [Date] | [Resources] |\n\n### Consequences\nIf improvement to [specific measurable standard] is not demonstrated by [date]:\n- [Next step: PIP / role change / separation]\n\n### Check-in Schedule\n- Weekly 1:1s focused on [areas]\n- 30-day checkpoint: [date]\n- 60-day checkpoint: [date]\n- Final assessment: [date]\n```\n\n---\n\n## 4. 360° Feedback System\n\n### Peer Feedback Request Template\n\n```markdown\nHi [Peer Name],\n\nYou're invited to provide feedback on [Employee Name] for our [H2 2025] review cycle.\n\nPlease share your observations (10-15 min, ~200-400 words total):\n\n1. **What does [Name] do well?** (Think: specific projects, behaviors, impact on you/the team)\n2. **What could [Name] improve?** (Think: what would make them even more effective?)\n3. **How would you describe working with [Name]?** (Collaboration style, communication, reliability)\n4. **One thing [Name] should keep doing:** ___\n5. **One thing [Name] should start or do more of:** ___\n\nYour feedback will be anonymized and synthesized — [Name] will not see your individual responses verbatim.\n\nDue by: [Date]\n```\n\n### Feedback Synthesis Method\n\nWhen combining multiple peer reviews:\n\n1. **Identify themes** — What do 2+ people mention? Those are patterns, not noise.\n2. **Weight by proximity** — Feedback from close collaborators > occasional contacts.\n3. **Separate fact from feeling** — \"Missed 3 deadlines\" is fact. \"Seems disengaged\" is perception (still valuable, but frame differently).\n4. **Preserve outlier insights** — If one person noticed something unique, it may still be valuable. Include as \"additionally noted.\"\n\n### Synthesis Template\n\n```markdown\n### 360° Feedback Summary for [Name]\n\n**Respondents:** [N] peers, [N] cross-functional, [N] skip-level\n\n**Consistent Strengths (mentioned by 2+ reviewers):**\n- [Theme] — \"[Representative quote]\" (paraphrased from [N] responses)\n- [Theme] — \"[Representative quote]\"\n\n**Consistent Development Areas:**\n- [Theme] — \"[Representative quote]\"\n- [Theme] — \"[Representative quote]\"\n\n**Notable Individual Observations:**\n- [Unique insight worth including]\n\n**Overall Sentiment:** [Positive / Mixed / Concerning]\n**Collaboration Rating (aggregated):** [Strong / Solid / Needs Improvement]\n```\n\n---\n\n## 5. Calibration Session\n\n### Pre-Calibration Prep\n\nFor each direct report, prepare:\n\n```yaml\ncalibration_card:\n  name: \"\"\n  current_level: \"\"\n  tenure: \"\"\n  previous_rating: \"\"\n  proposed_rating: \"\"\n  rating_justification: \"\" # 2-3 sentences max\n  top_achievement: \"\"\n  biggest_gap: \"\"\n  promotion_candidate: yes | no | not_yet\n  flight_risk: low | medium | high\n  key_question: \"\" # What you want the calibration group to weigh in on\n```\n\n### Calibration Discussion Framework\n\n**Round 1 — Present (2 min per person)**\n- Manager presents: proposed rating, top achievement, biggest gap\n- No debate yet — just laying out the landscape\n\n**Round 2 — Calibrate (5 min per person where needed)**\n- Focus on: rating 4s and 5s (are they truly exceptional?), rating 1s and 2s (is this fair?), any rating that changed from last cycle\n- Ask: \"Would this person get the same rating on another team?\"\n- Ask: \"Is this rating consistent with [comparable person]?\"\n\n**Round 3 — Decide**\n- Finalize ratings\n- Flag anyone who needs skip-level review\n- Identify promotion candidates\n- Identify flight risks needing retention action\n\n### Calibration Bias Checklist\n\nBefore finalizing, check for:\n- [ ] **Recency bias** — Are you over-weighting the last month vs. the full period?\n- [ ] **Halo/horns effect** — Is one great/bad thing coloring the entire review?\n- [ ] **Similarity bias** — Are you rating people like you higher?\n- [ ] **Central tendency** — Are you avoiding extreme ratings when they're warranted?\n- [ ] **Leniency/strictness** — Is your distribution shifted vs. the org?\n- [ ] **Attribution error** — Are you blaming the person for systemic issues?\n- [ ] **Contrast effect** — Are you comparing to the previous person reviewed rather than the standard?\n\n---\n\n## 6. Review Delivery Conversation\n\n### Conversation Structure (45-60 min)\n\n**Opening (5 min)**\n- Set the tone: \"This is a two-way conversation, not a verdict\"\n- Share the rating upfront — don't make them wait\n\n**Achievements (10 min)**\n- Walk through top 3-5 achievements\n- Let them add context or achievements you missed\n- Be genuinely appreciative — this isn't just preamble to criticism\n\n**Development (15 min)**\n- Present 1-2 development areas (not 10)\n- Use the pattern: \"I've observed [specific behavior] in [specific situations]. The impact was [what happened]. What I'd love to see is [desired behavior].\"\n- Ask: \"Does this resonate? What's your perspective?\"\n- Listen. Actually listen.\n\n**360° Themes (5 min)**\n- Share synthesized peer feedback\n- Highlight: \"Your colleagues really value [X]\"\n- Development: \"A theme that came up was [Y] — thoughts?\"\n\n**Goals & Development Plan (15 min)**\n- Co-create 3-5 goals for next period\n- At least 1 development goal, not just delivery goals\n- Identify specific actions, resources, support needed\n- Agree on check-in cadence\n\n**Close (5 min)**\n- Summarize key takeaways\n- Ask: \"What do you need from me to be successful?\"\n- End on forward-looking, supportive note\n\n### Difficult Conversation Scripts\n\n**For underperformers:**\n\"I want to be direct with you because I respect you and your potential here. Your performance this period was below what we need in [specific area]. Here's what I've observed... I want to work with you on a plan to get back on track. Are you willing to commit to that?\"\n\n**For strong performers who didn't get promoted:**\n\"Your work this period was excellent — [specific examples]. The reason you're rated [X] rather than promoted is [specific gap]. Here's what I think it would take: [concrete steps]. I'm committed to supporting you in getting there.\"\n\n**For someone who disagrees with their rating:**\n\"I hear you, and I want to understand your perspective. Can you walk me through the specific areas where you see it differently? ... I appreciate you sharing that. Here's how I weighed [factors]. [Either: Let me take this back and reconsider / I understand the disagreement, but here's why the rating stands].\"\n\n---\n\n## 7. Development Planning\n\n### Development Plan Template\n\n```yaml\ndevelopment_plan:\n  employee: \"\"\n  manager: \"\"\n  period: \"H1 2026\"\n  review_date: \"\"\n  \n  strengths_to_leverage:\n    - strength: \"\"\n      leverage_action: \"\" # How to use this more\n      \n  development_areas:\n    - area: \"\"\n      current_state: \"\"\n      target_state: \"\"\n      actions:\n        - type: \"on_the_job\" # 70% of development\n          description: \"\"\n          timeline: \"\"\n        - type: \"learning\" # 20% — coaching, mentoring, peer learning\n          description: \"\"\n          timeline: \"\"\n        - type: \"formal\" # 10% — courses, certifications, conferences\n          description: \"\"\n          timeline: \"\"\n      success_metrics: \"\"\n      check_in_dates: []\n      \n  career_goals:\n    short_term: \"\" # 6-12 months\n    medium_term: \"\" # 1-3 years\n    long_term: \"\" # 3-5 years\n    \n  support_needed:\n    from_manager: \"\"\n    from_org: \"\"\n    budget_required: \"\"\n```\n\n### The 70-20-10 Development Mix\n\n| Type | % | Examples |\n|------|---|----------|\n| On-the-job | 70% | Stretch assignments, new projects, leading initiatives, cross-functional work, shadowing |\n| Social learning | 20% | Mentoring, coaching, peer feedback, communities of practice, teaching others |\n| Formal learning | 10% | Courses, certifications, conferences, books, structured programs |\n\n**Common mistake:** Over-indexing on formal learning (sending someone to a course) when on-the-job stretch would be 5x more effective.\n\n---\n\n## 8. Continuous Feedback (Between Reviews)\n\n### 1:1 Performance Check-in Template (Monthly)\n\n```markdown\n## Monthly Check-in: [Name] — [Month Year]\n\n### Progress on Goals\n| Goal | Status | Notes |\n|------|--------|-------|\n| [Goal 1] | 🟢 On track / 🟡 At risk / 🔴 Off track | [Brief update] |\n\n### Recent Wins\n- [What went well this month]\n\n### Challenges\n- [What's been difficult]\n\n### Feedback Exchange\n- **Manager → Employee:** [One specific piece of feedback]\n- **Employee → Manager:** [Ask: \"What can I do differently to support you?\"]\n\n### Action Items\n- [ ] [Action] — Owner: [who] — By: [date]\n\n### Overall Pulse: 😊 Great / 😐 Fine / 😟 Struggling\n```\n\n### Real-Time Feedback Formula (SBI)\n\n**Situation:** \"In yesterday's client presentation...\"\n**Behavior:** \"...you handled the pricing objection by reframing around ROI rather than discounting...\"\n**Impact:** \"...which kept us at full price and the client visibly shifted from skeptical to interested.\"\n\nDeliver within 48 hours. Positive feedback publicly (if they're comfortable). Constructive feedback privately. Always.\n\n---\n\n## 9. Scoring & Analytics\n\n### Individual Performance Score (0-100)\n\n```\nScore = Σ (competency_rating × competency_weight) × 20\n\nExample:\nDelivery (4/5 × 30%) + Technical (3/5 × 25%) + Communication (4/5 × 20%) \n+ Leadership (3/5 × 15%) + Growth (4/5 × 10%)\n= (1.20 + 0.75 + 0.80 + 0.45 + 0.40) = 3.60 / 5 = 72/100\n```\n\n### Team Health Dashboard\n\nTrack quarterly:\n\n```markdown\n## Team Performance Dashboard — Q4 2025\n\n**Team size:** [N]\n**Rating distribution:** ⭐5: [N] | ⭐4: [N] | ⭐3: [N] | ⭐2: [N] | ⭐1: [N]\n**Average score:** [X]/100\n**vs. last period:** [↑/↓ X points]\n\n**Promotion candidates:** [Names]\n**Flight risks:** [Names + risk level]\n**PIP/coaching:** [Names]\n\n**Top team strengths:** [Competencies scoring highest]\n**Team gaps:** [Competencies scoring lowest]\n**Development budget used:** [X]% of [Y] allocated\n\n**Engagement signals:**\n- Voluntary turnover: [X]%\n- Internal mobility: [X] transfers/promotions\n- 1:1 completion rate: [X]%\n- Goal completion rate: [X]%\n```\n\n---\n\n## 10. Edge Cases & Advanced Scenarios\n\n### New Hire (< 6 months)\n- Evaluate against onboarding milestones, not full role expectations\n- Weight learning speed and cultural integration higher\n- Compare to \"expected ramp\" not to tenured peers\n- Rating floor of 3 unless genuine performance issues (distinguish slow ramp from bad fit)\n\n### Role Change Mid-Cycle\n- Split the review: first half in old role, second half in new\n- Weight the new role performance more heavily (it's the forward-looking signal)\n- Acknowledge the transition tax — expect a temporary dip\n\n### Remote/Hybrid Considerations\n- Evaluate output and impact, not visibility or hours\n- Seek feedback from async collaborators, not just people in the office\n- Watch for proximity bias — don't rate in-office people higher by default\n\n### High Performer Wanting to Leave\n- Have the conversation: \"I value you and want to understand what would make you want to stay\"\n- Don't inflate the rating as retention — it sets a precedent\n- Document the conversation and retention actions taken\n\n### Inherited Team Member\n- Get context from previous manager (ask for their calibration card)\n- Be transparent: \"I'm still building my understanding of your work\"\n- Lean more on peer feedback and objective metrics\n- Don't default to \"meets\" because you don't know — do the research\n\n### Manager Reviewing Someone They Don't Like\n- Stick to observable behaviors and measurable outcomes\n- Have a peer manager gut-check your review for bias\n- Ask yourself: \"If my favorite team member did exactly this, what would I rate them?\"\n\n---\n\n## 11. Legal & Compliance Notes\n\n**Documentation rules:**\n- Keep all review documents for minimum 3 years (7 in regulated industries)\n- Feedback must reference specific, observable behaviors — not personality traits\n- Never reference protected characteristics (age, gender, disability, etc.)\n- PIP documentation should be reviewed by HR/legal before delivery\n- Employee should sign acknowledging receipt (not agreement)\n\n**Phrases to avoid:**\n- \"Cultural fit\" (can mask bias) → Use \"collaboration effectiveness\"\n- \"Aggressive\" (gendered connotation) → Use \"assertive\" or \"direct\"\n- \"Young/energetic\" → Use specific behaviors\n- \"Not a team player\" → Cite specific collaboration gaps with examples\n\n---\n\n## Commands Reference\n\n| Command | What it does |\n|---------|-------------|\n| \"Start review cycle for [team]\" | Creates cycle config with timeline |\n| \"Write self-assessment for [achievements]\" | Generates STAR-I formatted self-review |\n| \"Write review for [name] — rating [X]\" | Full manager review using OBSERVE framework |\n| \"Collect 360 feedback for [name]\" | Generates peer feedback requests |\n| \"Synthesize feedback from [sources]\" | Combines multiple inputs into themes |\n| \"Prepare calibration for [team]\" | Creates calibration cards for all reports |\n| \"Create development plan for [name]\" | Builds 70-20-10 development plan |\n| \"Monthly check-in for [name]\" | Generates 1:1 template with goal tracking |\n| \"Give feedback on [situation]\" | Formats using SBI framework |\n| \"Score [name] across competencies\" | Calculates weighted performance score |\n| \"Team health dashboard\" | Generates full team analytics view |\n","readmeExcerpt":"Performance Review Engine Your AI-powered performance management system. Write reviews that develop people, not just evaluate them. From self-assessments to 360° feedback to calibration — complete frameworks for every review cycle. --- Quick Start Tell your agent: - \"Write a performance review for [name] — they exceeded on delivery but need to improve communication\" - \"Help me write my self-assessment for H2 2025\" - ","codeSnippets":[],"executableExamples":[{"language":"yaml","snippet":"cycle:\n  name: \"H2 2025 Performance Review\"\n  period: \"2025-07-01 to 2025-12-31\"\n  type: annual | semi-annual | quarterly\n  timeline:\n    self_assessment_due: \"2026-01-10\"\n    peer_feedback_due: \"2026-01-17\"\n    manager_draft_due: \"2026-01-24\"\n    calibration_session: \"2026-01-28\"\n    delivery_window: \"2026-01-29 to 2026-02-07\"\n  participants:\n    - name: \"\"\n      role: \"\"\n      level: \"\"\n      tenure_months: 0\n      previous_rating: \"\"\n      peer_reviewers: []\n      skip_level_reviewer: \"\"\n  rating_scale:\n    1: \"Does Not Meet Expectations\"\n    2: \"Partially Meets Expectations\"\n    3: \"Meets Expectations\"\n    4: \"Exceeds Expectations\"\n    5: \"Significantly Exceeds Expectations\"\n  competencies:\n    - name: \"Delivery & Execution\"\n      weight: 30\n    - name: \"Technical/Functional Expertise\"\n      weight: 25\n    - name: \"Communication & Collaboration\"\n      weight: 20\n    - name: \"Leadership & Influence\"\n      weight: 15\n    - name: \"Growth & Development\"\n      weight: 10"},{"language":"markdown","snippet":"### Achievement: [Title]\n\n**Situation:** What was the context or challenge?\n**Task:** What was your specific responsibility?\n**Action:** What did you do? (Be specific — tools, approaches, decisions)\n**Result:** What was the measurable outcome?\n**Impact:** How did this affect the team/org/company beyond the immediate result?\n\n**Competency alignment:** [Which competency does this demonstrate?]\n**Evidence:** [Links, metrics, Slack messages, PRs, customer feedback]"},{"language":"markdown","snippet":"## Performance Review: [Name] — H2 2025\n**Rating: Significantly Exceeds Expectations (5/5)**\n\n### Summary\n[Name] delivered exceptional results this period, consistently operating above their current level. Their impact extended well beyond their role, influencing [team/org/company] outcomes in measurable ways.\n\n### Key Achievements\n1. **[Achievement]** — [STAR-I summary with metrics]\n2. **[Achievement]** — [STAR-I summary with metrics]\n3. **[Achievement]** — [STAR-I summary with metrics]\n\n### Competency Assessment\n| Competency | Rating | Evidence |\n|-----------|--------|----------|\n| Delivery & Execution | 5 | [Specific examples] |\n| Technical Expertise | [X] | [Specific examples] |\n| Communication | [X] | [Specific examples] |\n| Leadership | [X] | [Specific examples] |\n| Growth | [X] | [Specific examples] |\n\n### Strengths to Leverage\n- [Strength 1] — this is a differentiator that should be amplified\n- [Strength 2] — consider giving them a platform to share this more broadly\n\n### Development Opportunities\nEven at this exceptional level, continued growth in [area] would unlock [next-level impact]. Specifically:\n- [Development area with actionable suggestion]\n- [Stretch assignment or learning recommendation]\n\n### Forward Look\n[Name] is ready for [promotion/expanded scope/leadership opportunity]. Recommended next steps: [specific action]."},{"language":"markdown","snippet":"## Performance Review: [Name] — H2 2025\n**Rating: Meets Expectations (3/5)**\n\n### Summary\n[Name] delivered solid, reliable work this period, meeting the expectations of their role. They are a dependable contributor who [key positive theme].\n\n### Key Achievements\n1. **[Achievement]** — [Evidence]\n2. **[Achievement]** — [Evidence]\n3. **[Achievement]** — [Evidence]\n\n### Competency Assessment\n[Same table format]\n\n### Strengths\n- [Strength 1 with evidence]\n- [Strength 2 with evidence]\n\n### Development Areas\nTo move from \"meets\" to \"exceeds,\" [Name] should focus on:\n1. **[Area]** — Currently [current state]. The gap is [specific gap]. To close it: [actionable steps].\n2. **[Area]** — [Same structure]\n\n### Forward Look\nGoals for next period:\n1. [Measurable goal tied to development area]\n2. [Stretch goal that would demonstrate growth]\n3. [Continuation goal building on strengths]"},{"language":"markdown","snippet":"## Performance Review: [Name] — H2 2025\n**Rating: [Partially Meets / Does Not Meet] Expectations ([1-2]/5)**\n\n### Summary\n[Name] struggled to meet expectations in key areas this period. While [acknowledge any positives], significant gaps in [areas] need to be addressed.\n\n### Performance Gaps\n1. **[Gap]** — Expected: [what was expected]. Actual: [what happened]. Impact: [business impact]. Examples: [2-3 specific instances].\n2. **[Gap]** — [Same structure]\n\n### What Was Done Well\n- [Genuine positive — never skip this section]\n\n### Context Considered\n- [Any mitigating factors: reorg, unclear expectations, personal circumstances]\n- [Whether support/coaching was provided and when]\n\n### Improvement Plan\n| Area | Current State | Target State | Actions | Timeline | Support Needed |\n|------|--------------|-------------|---------|----------|----------------|\n| [Gap 1] | [Specific] | [Specific] | [Steps] | [Date] | [Resources] |\n| [Gap 2] | [Specific] | [Specific] | [Steps] | [Date] | [Resources] |\n\n### Consequences\nIf improvement to [specific measurable standard] is not demonstrated by [date]:\n- [Next step: PIP / role change / separation]\n\n### Check-in Schedule\n- Weekly 1:1s focused on [areas]\n- 30-day checkpoint: [date]\n- 60-day checkpoint: [date]\n- Final assessment: [date]"},{"language":"markdown","snippet":"Hi [Peer Name],\n\nYou're invited to provide feedback on [Employee Name] for our [H2 2025] review cycle.\n\nPlease share your observations (10-15 min, ~200-400 words total):\n\n1. **What does [Name] do well?** (Think: specific projects, behaviors, impact on you/the team)\n2. **What could [Name] improve?** (Think: what would make them even more effective?)\n3. **How would you describe working with [Name]?** (Collaboration style, communication, reliability)\n4. **One thing [Name] should keep doing:** ___\n5. **One thing [Name] should start or do more of:** ___\n\nYour feedback will be anonymized and synthesized — [Name] will not see your individual responses verbatim.\n\nDue by: [Date]"}],"parameters":{},"dependencies":[],"permissions":[],"extractedFiles":[],"languages":["typescript"],"docsSourceLabel":"CLAWHUB","editorialOverview":"Performance Review Engine Performance Review Engine Your AI-powered performance management system. Write reviews that develop people, not just evaluate them. From self-assessments to 360° feedback to calibration — complete frameworks for every review cycle. --- Quick Start Tell your agent: - \"Write a performance review for [name] — they exceeded on delivery but need to improve communication\" - \"Help me write my self-assessment for H2 2025\" -","editorialQuality":{"score":100,"threshold":65,"status":"ready","wordCount":375,"uniquenessScore":67,"reasons":[]}},"media":{"evidence":{"source":"no-media","verified":false,"confidence":"low","updatedAt":"2026-04-15T00:45:39.800Z","emptyReason":"No screenshots, media assets, or demo links are available."},"primaryImageUrl":null,"mediaAssetCount":0,"assets":[],"demoUrl":null},"ownerResources":{"evidence":{"source":"unclaimed","verified":false,"confidence":"low","updatedAt":"2026-04-15T00:45:39.800Z","emptyReason":"This page has not been claimed by the agent owner."},"hasCustomPage":false,"customPageUpdatedAt":null,"customLinks":[],"structuredLinks":{"docsUrl":null,"demoUrl":null,"supportUrl":null,"pricingUrl":null,"statusUrl":null},"customPage":null},"relatedAgents":{"evidence":{"source":"protocol-neighbors","verified":false,"confidence":"medium","updatedAt":"2026-10-10T00:02:57.561Z","emptyReason":null},"items":[{"id":"8ebccd8e-3863-4187-8355-c3f14e1f9edf","entityType":"agent","canonicalPath":"/agent/iofficeai-aionui","slug":"iofficeai-aionui","name":"AionUi","description":"Free, local, open-source 24/7 Cowork app and OpenClaw for Gemini CLI, Claude Code, Codex, OpenCode, Qwen Code, Goose CLI, Auggie, and more | 🌟 Star if you like it!","url":"https://github.com/iOfficeAI/AionUi","homepage":"https://www.aionui.com","source":"GITHUB_REPOS","protocols":["MCP","OPENCLAW"],"capabilities":[],"safetyScore":100,"overallRank":70,"updatedAt":"2026-10-09T19:11:12.944Z","createdAt":"2026-02-25T03:38:16.584Z","downloads":null},{"id":"b917f68a-ebff-438e-84f8-3f4b2494c0bc","entityType":"agent","canonicalPath":"/agent/activepieces-activepieces","slug":"activepieces-activepieces","name":"activepieces","description":"AI Agents & MCPs & AI Workflow Automation • (~400 MCP servers for AI agents) • AI Automation / AI Agent with MCPs • AI Workflows & AI Agents • MCPs for AI Agents","url":"https://github.com/activepieces/activepieces","homepage":"https://www.activepieces.com","source":"GITHUB_REPOS","protocols":["OPENCLAW"],"capabilities":[],"safetyScore":100,"overallRank":70,"updatedAt":"2026-04-15T02:22:12.426Z","createdAt":"2026-02-25T03:38:12.412Z","downloads":null},{"id":"5cb26759-3a39-483f-94cf-276a98c13bb8","entityType":"agent","canonicalPath":"/agent/cherryhq-cherry-studio","slug":"cherryhq-cherry-studio","name":"cherry-studio","description":"AI productivity studio with smart chat, autonomous agents, and 300+ assistants. Unified access to frontier LLMs","url":"https://github.com/CherryHQ/cherry-studio","homepage":"https://cherry-ai.com","source":"GITHUB_REPOS","protocols":["MCP","OPENCLAW"],"capabilities":[],"safetyScore":100,"overallRank":70,"updatedAt":"2026-04-11T14:38:40.986Z","createdAt":"2026-02-25T03:38:19.379Z","downloads":null},{"id":"6f6582d0-5d76-4f0f-b81d-86520247950b","entityType":"agent","canonicalPath":"/agent/copilotkit-copilotkit","slug":"copilotkit-copilotkit","name":"CopilotKit","description":"The Frontend for Agents & Generative UI. React + Angular","url":"https://github.com/CopilotKit/CopilotKit","homepage":"https://docs.copilotkit.ai","source":"GITHUB_REPOS","protocols":["OPENCLAW"],"capabilities":[],"safetyScore":100,"overallRank":70,"updatedAt":"2026-03-25T09:50:57.846Z","createdAt":"2026-02-25T03:39:14.617Z","downloads":null}],"links":{"hub":"/agent","source":"/agent/source/clawhub","protocols":[{"label":"OpenClaw","href":"/agent/protocol/openclew"}]}}}