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Performance Review Templates

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Nonprofit Organization

Performance Review Examples in 2025

You’re a busy manager running your business, and researching the best performance review questions you can use to grow your team is time-consuming. So, we took the liberty of doing this legwork for you.

These example templates can help you create a better review experience by asking the right questions for each role.

We've curated the best questions by researching industry standard practices, pulling examples from our most successful teams, and by incorporating other other subjective parameters that we think would contribute best to growth. We hope this will help you save time in your own performance management process.

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Nonprofit Organization

Performance Review Examples

Nonprofit organizations are mission-driven entities that address societal needs in areas like healthcare, education, environment, or community development, relying on donations, grants, and fundraising to support their initiatives and create positive impact.
Program Manager
Fundraising Manager
Volunteer Coordinator
Communications Manager
Community Outreach Coordinator
Program Coordinator
Grant Writer
Grants Manager
Advocacy Specialist
Volunteer Engagement Manager

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Nonprofit Organization

Program Manager

Job Description:
Oversee and manage programs and initiatives to achieve the organization's mission and goals. Develop program strategies, set objectives, and monitor progress. Collaborate with stakeholders, partners, and volunteers to ensure program success and impact. Manage program budgets and resources.
Performance Areas:
Program Planning and Design
  1. How effectively does the Program Manager plan and design program initiatives?
  2. Does the Program Manager define program goals and objectives in alignment with the organization's mission?
  3. How does the Program Manager identify program beneficiaries and target outcomes?
Resource Allocation and Budget Management
  1. How well does the Program Manager allocate resources and manage program budgets?
  2. Does the Program Manager optimize resource utilization to achieve program goals?
  3. How does the Program Manager monitor program expenses and cost-effectiveness?
Program Implementation and Coordination
  1. How effectively does the Program Manager execute program activities and initiatives?
  2. Does the Program Manager coordinate with various stakeholders to ensure program success?
  3. How does the Program Manager manage program timelines and deliverables?
Program Monitoring and Evaluation
  1. How well does the Program Manager measure and evaluate program impact and outcomes?
  2. Does the Program Manager collect and analyze data to assess program effectiveness?
  3. How does the Program Manager use evaluation results for program improvement?
Stakeholder Engagement and Partnership
  1. How effectively does the Program Manager engage with program beneficiaries and stakeholders?
  2. Does the Program Manager build and maintain strong partnerships with other organizations?
  3. How does the Program Manager ensure stakeholder involvement in program decision-making?
Community Outreach and Advocacy
  1. How well does the Program Manager conduct community outreach and awareness campaigns?
  2. Does the Program Manager advocate for program-related issues and causes?
  3. How does the Program Manager mobilize community support and participation?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
View
Nonprofit Organization

Fundraising Manager

Job Description:
Plan and execute fundraising campaigns and events to secure financial support for the organization's programs and initiatives. Cultivate relationships with donors and sponsors to maintain ongoing support. Analyze fundraising performance and develop strategies to achieve fundraising goals.
Performance Areas:
Fundraising Strategy Development
  1. How effectively does the Fundraising Manager develop fundraising plans and strategies?
  2. Does the Fundraising Manager align fundraising goals with the organization's financial needs?
  3. How does the Fundraising Manager identify diverse fundraising channels and approaches?
Donor Cultivation and Relationship Management
  1. How well does the Fundraising Manager cultivate relationships with donors and supporters?
  2. Does the Fundraising Manager engage with donors to understand their interests and motivations?
  3. How does the Fundraising Manager steward donors to build long-term partnerships?
Campaign Planning and Execution
  1. How effectively does the Fundraising Manager plan and execute fundraising campaigns?
  2. Does the Fundraising Manager coordinate with marketing and communications teams for campaign promotion?
  3. How does the Fundraising Manager measure campaign performance and adjust strategies as needed?
Grant Writing and Proposal Development
  1. How well does the Fundraising Manager write compelling grant proposals and applications?
  2. Does the Fundraising Manager research and identify potential grant opportunities?
  3. How does the Fundraising Manager tailor proposals to meet grantor requirements?
Fundraising Events and Donor Engagement
  1. How effectively does the Fundraising Manager organize fundraising events and activities?
  2. Does the Fundraising Manager create engaging experiences for event attendees and donors?
  3. How does the Fundraising Manager acknowledge and appreciate donor contributions?
Financial Reporting and Budget Management
  1. How well does the Fundraising Manager track and report fundraising revenue and expenses?
  2. Does the Fundraising Manager maintain accurate financial records for donors and stakeholders?
  3. How does the Fundraising Manager ensure responsible budget utilization?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
View
Nonprofit Organization

Volunteer Coordinator

Job Description:
Recruit, coordinate, and support volunteers for the organization's initiatives and programs. Implement volunteer onboarding and training programs. Match volunteers with suitable roles based on their skills and interests. Foster a positive volunteer experience and recognize volunteers' contributions.
Performance Areas:
Volunteer Recruitment and Onboarding
  1. How effectively does the Volunteer Coordinator recruit new volunteers?
  2. Does the coordinator advertise volunteer opportunities through various channels?
  3. How does the coordinator conduct interviews and orientation for new volunteers?
Volunteer Training and Skill Development
  1. How well does the Volunteer Coordinator provide training and skill development for volunteers?
  2. Does the coordinator offer specialized training for specific roles?
  3. How does the coordinator assess volunteers' training needs and progress?
Scheduling and Assigning Volunteer Tasks
  1. How effectively does the Volunteer Coordinator manage volunteer schedules and assignments?
  2. Does the coordinator ensure adequate coverage for organizational activities?
  3. How does the coordinator match volunteers with suitable tasks based on their skills and interests?
Volunteer Engagement and Recognition
  1. How well does the Volunteer Coordinator foster a positive volunteer experience?
  2. Does the coordinator recognize volunteers' contributions and efforts?
  3. How does the coordinator engage volunteers in ongoing communication and feedback?
Volunteer Retention and Satisfaction
  1. How effectively does the Volunteer Coordinator retain volunteers over time?
  2. Does the coordinator address challenges and concerns raised by volunteers?
  3. How does the coordinator assess volunteer satisfaction and engagement levels?
Collaboration with Program Managers and Staff
  1. How well does the Volunteer Coordinator collaborate with program managers and staff?
  2. Does the coordinator align volunteer activities with organizational goals?
  3. How does the coordinator ensure effective communication and coordination between volunteers and staff?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
View
Nonprofit Organization

Communications Manager

Job Description:
Develop and implement communication strategies to promote the organization's mission and initiatives. Manage media relations, public relations, and social media presence. Create compelling content and messaging to engage stakeholders, donors, and the community. Measure communication impact.
Performance Areas:
Communication Strategy Development
  1. How effectively does the Communications Manager develop communication strategies aligned with the organization's goals?
  2. Does the Communications Manager identify target audiences and communication channels?
  3. How does the Communications Manager incorporate messaging that reflects the organization's mission and values?
Media Relations and Press Outreach
  1. How well does the Communications Manager manage relationships with media outlets and journalists?
  2. Does the Communications Manager handle media inquiries and press releases?
  3. How does the Communications Manager secure media coverage for the organization's initiatives?
Content Creation and Branding
  1. How effectively does the Communications Manager create compelling content for various platforms?
  2. Does the Communications Manager manage the organization's brand identity and guidelines?
  3. How does the Communications Manager maintain consistent messaging across communication materials?
Digital and Social Media Presence
  1. How well does the Communications Manager manage the organization's digital and social media accounts?
  2. Does the Communications Manager engage with online audiences and respond to inquiries?
  3. How does the Communications Manager analyze social media metrics to gauge audience engagement?
Internal Communication and Stakeholder Engagement
  1. How effectively does the Communications Manager communicate with internal stakeholders, such as staff and volunteers?
  2. Does the Communications Manager facilitate communication between different departments within the organization?
  3. How does the Communications Manager engage stakeholders in the organization's activities and updates?
Public Awareness Campaigns
  1. How well does the Communications Manager plan and execute public awareness campaigns?
  2. Does the Communications Manager collaborate with other teams to support campaign objectives?
  3. How does the Communications Manager measure the impact and reach of public awareness efforts?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
View
Nonprofit Organization

Community Outreach Coordinator

Job Description:
Engage with the community to raise awareness about the organization's mission and programs. Plan and organize community events, workshops, and outreach activities. Collaborate with partners and stakeholders to build community partnerships and support the organization's initiatives.
Performance Areas:
Community Engagement Strategy
  1. How effectively does the Community Outreach Coordinator develop community engagement strategies?
  2. Does the Community Outreach Coordinator identify target communities and engagement opportunities?
  3. How does the Community Outreach Coordinator align outreach efforts with the organization's mission?
Partnership Development and Collaboration
  1. How well does the Community Outreach Coordinator build and nurture partnerships with community organizations?
  2. Does the Community Outreach Coordinator foster collaborations to address shared community needs?
  3. How does the Community Outreach Coordinator leverage partnerships for mutual impact?
Community Events and Activities
  1. How effectively does the Community Outreach Coordinator plan and organize community events and activities?
  2. Does the Community Outreach Coordinator engage community members in events and initiatives?
  3. How does the Community Outreach Coordinator measure the success and impact of community activities?
Advocacy and Public Relations
  1. How well does the Community Outreach Coordinator advocate for the organization's mission and goals?
  2. Does the Community Outreach Coordinator engage in public relations efforts to raise awareness?
  3. How does the Community Outreach Coordinator represent the organization in community forums and events?
Community Needs Assessment
  1. How effectively does the Community Outreach Coordinator assess the needs and priorities of the target community?
  2. Does the Community Outreach Coordinator gather feedback to inform program and service development?
  3. How does the Community Outreach Coordinator address community challenges and concerns?
Volunteer Engagement and Mobilization
  1. How well does the Community Outreach Coordinator recruit and mobilize volunteers for community outreach?
  2. Does the Community Outreach Coordinator facilitate volunteer training and orientation?
  3. How does the Community Outreach Coordinator recognize and appreciate volunteer contributions?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
View
Nonprofit Organization

Program Coordinator

Job Description:
Assist program managers in planning, organizing, and implementing program activities and events. Coordinate logistics, resources, and volunteer engagement for program delivery. Support data collection and reporting for program evaluation and impact assessment.
Performance Areas:
Program Planning and Implementation Support
  1. How effectively does the Program Coordinator assist in program planning and activity implementation?
  2. Does the Program Coordinator coordinate logistics for program events and initiatives?
  3. How does the Program Coordinator collaborate with program managers to achieve program objectives?
Participant Registration and Support
  1. How well does the Program Coordinator handle participant registration and communication?
  2. Does the Program Coordinator provide support and guidance to program participants?
  3. How does the Program Coordinator ensure a positive participant experience?
Volunteer Management and Engagement
  1. How effectively does the Program Coordinator recruit, onboard, and manage program volunteers?
  2. Does the Program Coordinator coordinate volunteer tasks and assignments?
  3. How does the Program Coordinator recognize and appreciate volunteers' contributions?
Data Collection and Reporting
  1. How well does the Program Coordinator collect and organize program-related data?
  2. Does the Program Coordinator maintain accurate records and reports?
  3. How does the Program Coordinator analyze data to assess program outcomes?
Event Coordination and Logistics
  1. How effectively does the Program Coordinator coordinate program events and activities?
  2. Does the Program Coordinator manage event logistics, such as venue booking and equipment setup?
  3. How does the Program Coordinator ensure smooth event execution?
Participant Feedback and Evaluation
  1. How well does the Program Coordinator gather participant feedback and evaluations?
  2. Does the Program Coordinator use feedback to improve program quality?
  3. How does the Program Coordinator measure participant satisfaction and program impact?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
View
Nonprofit Organization

Grant Writer

Job Description:
Research and identify funding opportunities from grant-making organizations. Write compelling grant proposals and applications to secure funding for the organization's projects and programs. Maintain grant calendars and track grant requirements and reporting deadlines.
Performance Areas:
Grant Research and Identification
  1. How effectively does the Grant Writer research potential grant opportunities?
  2. Does the Grant Writer identify grants that align with the organization's mission and programs?
  3. How does the Grant Writer track deadlines and requirements for various grants?
Grant Proposal Writing and Development
  1. How well does the Grant Writer craft compelling and persuasive grant proposals?
  2. Does the Grant Writer effectively communicate the organization's objectives and impact in proposals?
  3. How does the Grant Writer tailor proposals to meet specific grantor guidelines?
Budget and Financial Analysis
  1. How effectively does the Grant Writer develop budgets and financial projections for grant proposals?
  2. Does the Grant Writer ensure budget alignment with proposed project activities?
  3. How does the Grant Writer assess the financial sustainability of proposed projects?
Collaboration with Program Teams
  1. How well does the Grant Writer collaborate with program teams to gather relevant information for proposals?
  2. Does the Grant Writer integrate program data and outcomes into grant narratives?
  3. How does the Grant Writer ensure accurate representation of program impact in proposals?
Grant Submission and Reporting
  1. How effectively does the Grant Writer submit grant applications within deadlines?
  2. Does the Grant Writer maintain records and documentation of grant submissions?
  3. How does the Grant Writer provide grant reports and updates to funders?
Donor Engagement and Stewardship
  1. How well does the Grant Writer engage with grantors and funders?
  2. Does the Grant Writer build and maintain positive relationships with donors?
  3. How does the Grant Writer acknowledge and appreciate donor contributions?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
View
Nonprofit Organization

Grants Manager

Job Description:
Oversee the organization's grant portfolio, including grant applications, compliance, and reporting. Manage relationships with funding partners and foundation representatives. Collaborate with program managers to align grant activities with organizational goals. Monitor grant budget and expenses.
Performance Areas:
Grant Portfolio Management
  1. How effectively does the Grants Manager manage the organization's grants portfolio?
  2. Does the Grants Manager track grant deadlines, deliverables, and reporting requirements?
  3. How does the Grants Manager prioritize and allocate resources for grant projects?
Grant Application and Proposal Review
  1. How well does the Grants Manager review and assess grant applications submitted by the organization?
  2. Does the Grants Manager provide feedback and recommendations for improving grant proposals?
  3. How does the Grants Manager ensure the alignment of grant proposals with the organization's mission and goals?
Grant Budgeting and Financial Management
  1. How effectively does the Grants Manager develop and manage grant budgets?
  2. Does the Grants Manager ensure accurate and responsible financial planning for grant projects?
  3. How does the Grants Manager monitor grant spending and financial reporting?
Grant Compliance and Reporting
  1. How well does the Grants Manager ensure compliance with grant requirements and regulations?
  2. Does the Grants Manager maintain accurate records and documentation for grant compliance?
  3. How does the Grants Manager prepare and submit timely grant reports to funders?
Grantor Relations and Stewardship
  1. How effectively does the Grants Manager communicate and engage with grantors and funders?
  2. Does the Grants Manager build and maintain positive relationships with donors?
  3. How does the Grants Manager express gratitude and appreciation to grantors for their support?
Grant Partnerships and Collaboration
  1. How well does the Grants Manager collaborate with other organizations on joint grant initiatives?
  2. Does the Grants Manager foster partnerships to leverage funding opportunities?
  3. How does the Grants Manager coordinate grant-related activities with partner organizations?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
View
Nonprofit Organization

Advocacy Specialist

Job Description:
Develop and lead advocacy campaigns to raise awareness of key issues and advance the organization's advocacy agenda. Engage stakeholders, policymakers, and the public to drive policy change and social impact. Monitor legislative developments and advocate for policy reforms.
Performance Areas:
Advocacy Strategy Development
  1. How effectively does the Advocacy Specialist develop advocacy strategies and action plans?
  2. Does the Advocacy Specialist identify key advocacy issues and goals?
  3. How does the Advocacy Specialist align advocacy efforts with the organization's mission and values?
Legislative and Policy Analysis
  1. How well does the Advocacy Specialist analyze legislative and policy developments?
  2. Does the Advocacy Specialist assess the potential impact of proposed policies on the organization's mission?
  3. How does the Advocacy Specialist identify opportunities and challenges in policy advocacy?
Stakeholder Engagement and Coalition Building
  1. How effectively does the Advocacy Specialist engage with stakeholders, partners, and allies?
  2. Does the Advocacy Specialist build and lead coalitions for joint advocacy efforts?
  3. How does the Advocacy Specialist foster collaborative relationships with other organizations?
Media Advocacy and Communication
  1. How well does the Advocacy Specialist leverage media and communication channels for advocacy?
  2. Does the Advocacy Specialist craft persuasive messages and press materials?
  3. How does the Advocacy Specialist use media to raise awareness and influence public opinion?
Grassroots Mobilization and Campaigns
  1. How effectively does the Advocacy Specialist mobilize grassroots supporters for advocacy campaigns?
  2. Does the Advocacy Specialist coordinate grassroots actions and events?
  3. How does the Advocacy Specialist measure the impact of grassroots efforts?
Advocacy Meetings and Lobbying
  1. How well does the Advocacy Specialist plan and participate in advocacy meetings with policymakers?
  2. Does the Advocacy Specialist effectively convey the organization's advocacy messages?
  3. How does the Advocacy Specialist advocate for policy changes in a persuasive manner?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
View
Nonprofit Organization

Volunteer Engagement Manager

Job Description:
Strategize and implement volunteer engagement initiatives to attract and retain volunteers. Create opportunities for volunteers to contribute their skills and time effectively. Build and maintain relationships with volunteers, recognizing their efforts and impact on the organization's mission.
Performance Areas:
Volunteer Recruitment and Onboarding
  1. How effectively does the Volunteer Engagement Manager recruit and attract volunteers to the organization?
  2. Does the Volunteer Engagement Manager identify diverse volunteer talent for various roles?
  3. How does the Volunteer Engagement Manager ensure a smooth onboarding process for new volunteers?
Volunteer Training and Development
  1. How well does the Volunteer Engagement Manager provide training and support for volunteers?
  2. Does the Volunteer Engagement Manager offer ongoing learning opportunities for skill development?
  3. How does the Volunteer Engagement Manager recognize and appreciate volunteers' contributions?
Volunteer Scheduling and Coordination
  1. How effectively does the Volunteer Engagement Manager manage volunteer schedules and assignments?
  2. Does the Volunteer Engagement Manager coordinate volunteer activities for various programs and events?
  3. How does the Volunteer Engagement Manager ensure adequate volunteer coverage for activities?
Volunteer Engagement and Motivation
  1. How well does the Volunteer Engagement Manager engage with volunteers to maintain their commitment and enthusiasm?
  2. Does the Volunteer Engagement Manager foster a sense of community and belonging among volunteers?
  3. How does the Volunteer Engagement Manager recognize and celebrate volunteer achievements?
Volunteer Feedback and Communication
  1. How effectively does the Volunteer Engagement Manager gather volunteer feedback and insights?
  2. Does the Volunteer Engagement Manager address volunteers' concerns and suggestions?
  3. How does the Volunteer Engagement Manager facilitate open communication with volunteers?
Volunteer Retention Strategies
  1. How well does the Volunteer Engagement Manager implement strategies to retain volunteers?
  2. Does the Volunteer Engagement Manager develop personalized engagement plans for long-term volunteers?
  3. How does the Volunteer Engagement Manager measure volunteer satisfaction and retention rates?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
View
We know that choosing the right performance review questions can be daunting. These are the best options we found during our research, and we hope they're helpful for your team.

If you think there's an excellent addition that should be made, drop an email to our team at hello@workstory.team. Until then, happy growing!

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