performance-management
Records information about employee performance reviews, like goals and ratings. It's useful for tracking progress and professional development.
What it does
Helps create a system for employee performance reviews. It organizes information like review type, period, who reviews whom, goals (KPIs, OKRs), and behavior scores, to define the overall rating and development plans.
When to use it
- ✓When you want to organize employee performance reviews.
- ✓If you need a template for standardized performance appraisals.
- ✓When starting a new performance review cycle in the company.
Example of what to ask your AI
“I need to set up a performance management system for my team.”
Want more? Open the sections below.
How to use
The easiest way: copy the message below and paste it into Claude, ChatGPT, Cursor or any AI. It reads the skill and follows the instructions.
Skill link
Ready-to-paste message
How it works
The AI asks for details about how you want to conduct reviews, such as frequency, what information to include (scores, goals, behavior), and the process. Based on your answers, it suggests the best way to organize and can generate templates in formats like CSV or SQL.
Installation
Easiest way: copy the skill link and paste it into Claude, ChatGPT or Cursor asking it to follow the instructions.
In the terminal (Claude Code, Codex, Cursor), in your project folder:
npx skills add sickn33/agentic-awesome-skills --skill performance-managementOr download just the file:
curl -L https://raw.githubusercontent.com/sickn33/agentic-awesome-skills/main/plugins/agentic-awesome-skills-claude/skills/performance-management/SKILL.md -o SKILL.mdTechnical content (original SKILL.md)
Original text by the author, straight from GitHub.
Performance Management
What it is: Structured reviews.
Overview
Works out the smallest useful Performance Management setup for the business in front of it, then builds it only when asked. The default output is a short recommendation, not a spreadsheet. Artifacts - CSV, SQL DDL, JSON Schema, Notion mapping - are produced on request, from one field list so they cannot drift apart.
Layer: Layer 4: Manage. Fits: Growth stage. Table code: n/a.
When to Use This Skill
- performance review
- appraisal template
- performance review cycle
- employee review tracker
Also use it when the user says "structured reviews", or describes the same process happening in a spreadsheet, a document or someone inboxes.
Do not use it for: payroll calculation, tax filing, or legal advice. This skill produces empty templates only - it never holds or processes real employee or customer data.
How It Works
Follow the shared execution contract. The module-specific rules below define only domain fields, decisions, calculations, and safety constraints.
Step 1 - Identify intent
Read the request and pick the intent before asking anything.
- "set up" or "build" or "create" -> the user wants artifacts; go to Step 2.
- "our process is ..." or "it is in a sheet" -> the user wants to move an existing process; capture it, then Step 2.
- "is this right" or "review" or "audit" -> the user wants a check, not a build; answer from what they share.
- "how do I ..." -> advice question; answer directly and offer the build only if it helps.
Ask only if this is the highest-value missing fact; otherwise proceed without an opener:
Q: How often do you review people?
Step 2 - Ask only what is missing
Skip anything the user already answered, in any earlier message. Ask the rest one at a time, and stop as soon as the remaining answers would not change the output.
- Cycle - How often? / Probation too? / Who reviews whom?
- Content - Ratings or scores? / Goals plus feedback? / Development plan?
- Process - Who signs off? / Shared with the person? / Appeals?
- Current process - How do you review now? / Forms or documents? / Where stored?
- Outcome - What do you need? / Forms, records or reporting?
Never invent an answer. If the user does not know, record it as unknown and carry on.
Step 3 - Hold the internal context
Hold the answers in this shape. It stays internal - it is not shown to the user unless they ask, and it never carries a value the user did not give.
module: performance-management
intent: null # setup | advice | review | fix | build | convert | export
scale: null # Starter | Growth | Scale, only if the answer changes it
areas:
"Cycle": null
"Content": null
"Process": null
"Current process": null
"Outcome": null
requested_outputs: [] # csv | sql | json | notion | xlsx - requested formats only
confirmed_facts: [] # only what the user actually said
open_questions: [] # the unanswered ones, in the order worth asking
Step 4 - Recommend the smallest workflow
If an artifact was requested, build it after resolving essential missing facts. Otherwise give a short recommendation and offer the relevant artifact.
Recommended approach: Build the review form around goals and behaviours already tracked elsewhere, and store the record per cycle.
Why this one: Reviews become paperwork when the review duplicates data you already track. Reference the KPI and OKR records instead of re-entering them.
Workflow: Review cycle → Self input → Manager review → Discussion → Record and actions
Step 5 - Build only on request
Once the user asks for it, derive the fields from the confirmed context and emit the requested artifacts. For machine-readable text, keep prose outside the data; for files, provide a usable link. Report material validation failures or limitations separately.
A selected Notion output is rendered by notion-manual-import, so route the
Notion step there. When the user selects Notion, hand that step to
@notion-manual-import: it holds the CSV, the property
mapping, the import steps and the verification checklist, and it renders the Field
Reference below instead of defining a table of its own. Do not restate the mapping
here and do not improvise the import steps. Manual CSV and mapping outputs need no
connection. For requested workspace changes, follow the shared contract: verify actual
…
FAQ
Does this tool store employee data?
No, it only creates templates and structures for you to use. It does not store or process real employee data.
Can I use it for payroll calculation?
No, this tool focuses solely on performance reviews and is not for financial calculations or legal matters.
What are KPIs and OKRs?
KPIs (Key Performance Indicators) and OKRs (Objectives and Key Results) are ways to define and measure important performance goals.
Details
Original description by the author
Performance review register: review type, period, employee and reviewer, KPI, OKR and behaviour scores, overall rating, PIP and promotion flags, development plan. Use for performance reviews.
Popularity
- GitHub stars
- 48k
- Ranking position
- #3814
- License
- MIT
- Updated
- 10/15/2026
Comments
- …
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