Performance review form template
A free performance review form with the self-review and the manager review behind one link. The first question asks who is filling it in, and two logic rules show the matching questions: goals met on a 1–5 rating, strengths, growth areas, examples, support needed and goals for next quarter.
Free plan, no card. Unlimited forms and unlimited responses, forever.
13
Questions, one per screen
2
Logic rules pre-built
10
Questions each reviewer answers
$0
To clone, publish and send
What's inside
One link for the self-review and the manager review
Both people answer the same kinds of questions in the same order. Two of its screens, as the employee sees them.
1 →
Which review are you filling in?
Pick one. The next questions change to match.
5 →
How well did you meet your goals this quarter?
1 is missed most of them, 3 is met them, 5 is went well beyond them.
A Single Choice and a Rating out of five, two of 21 question types, all free. See how conversational forms behave.
The full step list
Which review are you filling in?
Single ChoiceWhose review is this?
Full NameWhat is your work email?
EmailWhich review period is this for?
DropdownHow well did you meet your goals this quarter?
Rating 1–5 Shown on self-reviewWhat went well, and what are you proudest of?
Long Text Shown on self-reviewWhere do you want to grow next?
Long Text Shown on self-reviewHow well did they meet their goals this quarter?
Rating 1–5 Shown on manager reviewWhat were their strongest contributions?
Long Text Shown on manager reviewWhere should they focus to grow?
Long Text Shown on manager reviewWhich examples back this up?
Long TextWhat support would help most next quarter?
Long TextWhat are the top three goals for next quarter?
Long TextThank you
Thank You
Questions 5 to 10 stay hidden until a logic rule shows them, so each person answers ten questions, not thirteen. Swap any question type, add your own, or drag the order around.
Before you send
How to run a performance review people can prepare for
A review goes well when nothing in it is a surprise. The form handles the mechanics: both people answer in writing, before the meeting, against the same goals. The rest is timing and wording. Feedback about managers belongs in a confidential employee feedback form, not here.
Self-review first, manager review in parallel
Send the link to each employee a week before the meeting and give them three or four days. Ask the manager to write their review in the same window, without reading the self-review first. Two independent answers show where you agree, and the gaps become the agenda.
Rate goals, not personality
Questions 5 and 8 ask how well the goals for the quarter were met, on a Rating from 1 to 5. Keep the anchors in the help text, as the template does, so a 4 means the same thing to everyone. Ratings of traits such as "attitude" invite bias and give nobody anything to change. The rating scale questions guide covers labeled scales.
Ask for evidence
Question 11 asks for one or two examples behind the answers. It is the question that turns "communicates well" into "ran the pricing review with finance and closed it a week early".
Growth areas, not weaknesses
Questions 7 and 10 ask where to grow next rather than what went wrong. People answer a forward question with a plan and a backward one with a defense.
Make support and goals part of the record
Question 12 asks what support would help, which makes the review two-way: training, clearer priorities, fewer meetings, a different project. Question 13 asks for the top three goals for next quarter. Paste those goals into the help text of questions 5 and 8 next round, and the next review measures against what was agreed.
After the submit
Where the reviews land, and what stays with your HR process
Every submission is one row in Responses, with every rating and written answer. Search it, filter by date, open a row to read it in full, or export CSV.
Responses
24 total
| Date | Form | Which review | Whose review | Goals (self) | Goals (manager) |
|---|---|---|---|---|---|
| Sep 29 | Performance Review | A review of someone I manage | Priya Nair | 4 | |
| Sep 28 | Performance Review | My own self-review | Priya Nair | 3 | |
| Sep 26 | Performance Review | A review of someone I manage | Daniel Okafor | 3 | |
| Sep 25 | Performance Review | My own self-review | Daniel Okafor | 5 |
Both paths write the person's name to question 2, so a search for the name brings each pair together. Daniel rated himself a 5; his manager gave him a 3.
What stays with your HR process
- No scoring. Upform does not add ratings up or produce an overall score.
- No approval workflow. Nothing routes a review for sign-off.
- No e-signature. A signed acknowledgment stays in your HR system.
- No identity check. Respondents do not sign in, so the form cannot prove who submitted a review.
Advice for HR
Confidentiality: decide who reads a review before the first one arrives
A performance review is personal data about a named person, and it can shape pay and promotion.
- Send the link directly to the people in the cycle, not to an intranet page or a busy channel.
- Check the email column. Nobody signs in to answer, so question 3 is the only record of who submitted, and it is typed, not verified. Follow up on any address you did not invite.
- Keep response access small. Access is set per form, not per review, so anyone who can view this form's responses reads every review. In a larger company, clone the form per department and give each head access to their copy only.
- Say who reads it, in the invite or on a Statement screen: usually the employee, their manager and HR.
On the free plan the account is yours alone. On Pro you can invite up to five team members and choose, form by form, whether each one can edit, view responses or view contacts. Granting access switches all three on, so untick responses and contacts for anyone who only builds the form. See team and permissions, and read the GDPR compliant forms guide if you review people in the EU or UK.
3 →
What is your work email?
HR uses it to follow up on this review.
Already wired in
The two rules that ship with the template
Both rules are switched on, in the same Logic panel every form uses: a flat list of rules, each one AND/OR over its conditions, with 20 operators and four actions (show, hide, jump and end form).
Conditional Logic
2 rules configured
Rule Summary
When Which review are you filling in? is exactly "My own self-review" → Show field: How well did you meet your goals this quarter?, What went well, and what are you proudest of?, Where do you want to grow next?
A Rating can be tested with equals, greater than and less than, so a third rule takes a minute: goals met less than 3 shows "What got in the way this quarter?". Rules compare an answer with a value; they never add answers up.
The full operator table is on the conditional logic page.
Integrations
Send each review where HR already works
Reviews stay in Responses either way. If you track cycles elsewhere, connect a destination only HR can open.
Google SheetsA row per review, in a sheet shared with HR only
NotionA database row per review, with your own mapping
monday.comAn item per review on a review-cycle board
SlackA message per review, in a private HR channel
n8nSigned webhook into your own workflow
WebhooksEach review to an HR system endpoint you runEach connects with your own account. There is no direct HR system integration; a webhook or n8n is the route into one. See all integrations.
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HRFrequently asked questions
Is this performance review form template free?
Yes. Cloning it, publishing it and collecting reviews all sit on the Upform free plan, which is permanent, not a trial. There is no response cap, so reviewing 200 people costs the same as reviewing five. Pro is $12 a month and removes the Upform branding, lifts file storage to unlimited and adds up to five team members.
Can I use it as a self evaluation form only?
Yes. Delete question 1, the three manager questions and both logic rules, and the self-review questions show for everyone. Reword question 2 to ask for your own name and you have a self evaluation form with the same goals, strengths, growth and support questions.
Does Upform calculate an overall performance score?
No. Upform has no scoring or calculation engine, so it stores each rating as a number and leaves the math to you. Export to CSV or send reviews to Google Sheets, then average the ratings or compare the self and manager ratings for each person there.
Can a manager or HR sign off on a review in Upform?
Not inside Upform. There is no approval workflow and no signature field, so nothing routes a review for sign-off. Use the form to collect both reviews, hold the conversation, and record the sign-off in your HR system. A Yes/No question asking whether you discussed the review together records a click, not a signature.
How do I match a self-review with the manager's review?
Both paths write the person's name to question 2 and the review period to question 4. The Responses search covers Full Name answers, so searching the name brings each pair together; in Google Sheets, sort by name and period. Ask everyone to spell the name as your HR system does.
Get started
Run your next review cycle from one link
Clone the performance review form template, set the review periods, and send the link to each employee and manager. About ten minutes.
No credit card. Unlimited forms and unlimited responses on the free plan.