Half-Year Performance Review (H1 & H2) Scorecard

Performance Toolkit

Half-Year Performance Review (H1 & H2)

Anchor the review to the real role, then score goals and competencies against clear, defined expectations — so a "3" means the same thing for every manager, and the rating holds up in any calibration meeting.

1

Anchor the role

Capture the responsibilities and KPIs this person is actually measured on.

2

Goals — the what

Score delivery against defined 1/3/5 expectations, not a vague feeling.

3

Competencies — the how

Rate the behaviours behind the results on the same anchored scale.

4

Overall rating

Goals and competencies combine into one defensible rating.

Anchor the role first. Fill in the responsibilities and KPIs this person owns. The scorecard only means something when it reflects their actual job — not a generic template.
Pick the half (H1 or H2) at the top. Each half saves separately on this device, so you can run both across the year.
Score against the defined expectations. Every criterion shows what a 3 (meets) looks like, and you can expand the full 1 / 3 / 5 definitions. Score on evidence against that definition — not against other people.
Tune the expectations to your bar. The 1/3/5 definitions are editable. Set them once for your organisation so every reviewer scores to the same standard.
Use the overall rating to open the conversation, not close it. Goals vs competencies default to 60/40 — adjust to match how you value outcomes vs behaviours.

Employee name

Role title

Reviewer

1

Anchor the role

What is this person actually responsible for, and how is success measured?

Key responsibilities

The core things they own. e.g. "Run monthly payroll for 200+ staff"

KPIs / how success is measured

The numbers or outcomes that define good. e.g. "Zero payroll errors per cycle"

↓ Now score how well they delivered on these, against defined expectations.

2

Goals — what they delivered

The outcomes this person owned this half.

Not scored

Evidence on goals (specific outcomes, numbers, examples)

3

Competencies — how they delivered

The behaviours behind the results.

Not scored

Evidence on competencies (behaviours you observed)

Overall rating — H1

Goals and competencies, combined into one defensible rating.

Score goals and competencies to see a rating

Add and score at least one goal and one competency to generate an overall rating.

Goals weight: 60% Competencies: 40%

Reviews shouldn't live in scattered spreadsheets. Gallery HR runs goals, competencies and half-year cycles in one place — with role profiles, history and calibration built in.

See Gallery HR performance