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Performance Review Templates

Best 

Software Development Company

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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Software Development Company

Performance Review Examples

Dedicated to providing customized software solutions tailored to the unique needs of its clients. They engage in all stages of the software development lifecycle, from initial concept and design to coding, testing, deployment, and ongoing maintenance. Their expertise spans across various platforms and technologies, enabling them to create intuitive and scalable software applications, websites, and systems that enhance user experiences and address diverse business challenges.
Scrum Master
Front-End Developer
Back-End Developer
Chief Technology Officer (CTO) Software Development
Quality Assurance (QA) Engineer
Database Administrator (DBA)
Head of Engineering
Technical Lead
Product Owner
Product Manager Software Development

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Software Development Company

Scrum Master

Job Description:
Facilitates Agile development processes and ensures efficient collaboration within development teams. Supports the team in achieving their goals and commitments, promotes a culture of continuous improvement, and empowers the team to self-organize and make decisions.
Performance Areas:
Team Collaboration and Communication
  1. How effectively does the employee facilitate team collaboration and communication?
  2. Does the employee foster a positive and inclusive team environment?
  3. Does the employee encourage open and effective communication among team members?
Agile Process Facilitation
  1. How well does the employee guide and facilitate Agile development processes?
  2. Does the employee help the team understand and follow Agile principles and practices?
  3. Does the employee address impediments and ensure smooth workflow within sprints?
Stakeholder Engagement
  1. How does the employee engage with stakeholders to understand their needs and expectations?
  2. Does the employee ensure effective communication and collaboration with stakeholders?
  3. Does the employee address stakeholder feedback and concerns?
Scrum Team Empowerment
  1. How effectively does the employee empower the development team to self-organize and make decisions?
  2. Does the employee support the team in achieving their goals and commitments?
  3. Does the employee promote a culture of continuous improvement within the team?
Product Backlog Management
  1. How well does the employee facilitate product backlog refinement and prioritization?
  2. Does the employee ensure that the backlog items are well-defined and ready for development?
  3. Does the employee help the team in maintaining a healthy backlog?
Scrum Events Facilitation
  1. How does the employee facilitate Scrum events such as sprint planning, daily stand-ups, and sprint reviews?
  2. Does the employee ensure that the events are productive and time-boxed?
  3. Does the employee promote continuous learning and improvement through retrospectives?
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.
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Software Development Company

Front-End Developer

Job Description:
Designs and implements user interfaces and user experiences for web applications, ensuring seamless and visually appealing interactions. Collaborates with back-end developers and UX/UI designers to deliver responsive and user-friendly front-end solutions.
Performance Areas:
User Interface (UI) Design
  1. How well does the employee design visually appealing and intuitive user interfaces?
  2. Does the employee create responsive and mobile-friendly UI designs?
  3. Does the employee follow best practices for front-end design?
Front-End Development
  1. How effectively does the employee implement front-end code, including HTML, CSS, and JavaScript?
  2. Does the employee ensure cross-browser compatibility and consistent user experiences?
  3. Does the employee optimize front-end performance and load times?
User Experience (UX)
  1. How does the employee approach user experience design and usability testing?
  2. Does the employee gather user feedback and incorporate it into design improvements?
  3. Does the employee prioritize user needs and preferences in front-end development?
Collaboration with Back-End Developers and Designers
  1. How well does the employee collaborate with back-end developers to integrate front-end and back-end functionalities?
  2. Does the employee work effectively with UX/UI designers to implement design concepts?
  3. Does the employee communicate and coordinate with team members to achieve project goals?
Accessibility Compliance
  1. How effectively does the employee ensure web accessibility for users with disabilities?
  2. Does the employee follow accessibility guidelines and standards?
  3. Does the employee conduct accessibility testing and remediation?
Front-End Frameworks and Libraries
  1. How does the employee utilize front-end frameworks and libraries to enhance development efficiency?
  2. Does the employee stay updated on the latest front-end technologies and trends?
  3. Does the employee apply appropriate frameworks to achieve project requirements?
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.
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Software Development Company

Back-End Developer

Job Description:
Focuses on server-side development, database management, and application logic to support the functionality of web applications. Collaborates with front-end developers and other team members to deliver robust and scalable back-end solutions.
Performance Areas:
Server-Side Development
  1. How effectively does the employee implement server-side code using appropriate programming languages and frameworks?
  2. Does the employee ensure data security and integrity in back-end processes?
  3. Does the employee optimize server-side performance and scalability?
Database Management and Integration
  1. How well does the employee design and manage databases for efficient data storage and retrieval?
  2. Does the employee implement database integration and data migration processes?
  3. Does the employee ensure database security and backup strategies?
API Development and Integration
  1. How does the employee design and develop APIs for seamless integration with front-end applications?
  2. Does the employee follow RESTful API design principles and best practices?
  3. Does the employee ensure API documentation and versioning?
Collaboration with Front-End Developers
  1. How well does the employee collaborate with front-end developers to integrate front-end and back-end functionalities?
  2. Does the employee communicate effectively to understand front-end requirements and provide necessary support?
  3. Does the employee participate in code reviews and address integration issues?
Application Logic and Workflow
  1. How effectively does the employee implement application logic to support complex business processes?
  2. Does the employee ensure smooth workflow and data flow between different components?
  3. Does the employee address application logic challenges and edge cases?
Back-End Security and Authentication
  1. How does the employee implement security measures and authentication processes for back-end systems?
  2. Does the employee ensure secure access control and user authentication?
  3. Does the employee handle data encryption and protection in back-end processes?
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
Software Development Company

Chief Technology Officer (CTO) Software Development

Job Description:
Leads the company's technology strategy, vision, and innovation. Collaborates with cross-functional teams to align technology initiatives with business goals, and ensures the company stays at the forefront of technology advancements.
Performance Areas:
Technology Strategy and Innovation
  1. How well does the employee define and execute the company's technology strategy?
  2. Does the employee identify and leverage innovative technologies to drive business growth?
  3. Does the employee foster a culture of continuous innovation and exploration?
Cross-Functional Collaboration
  1. How effectively does the employee collaborate with other leaders and departments to align technology initiatives with business goals?
  2. Does the employee facilitate effective communication and coordination across teams?
  3. Does the employee drive cross-functional projects and initiatives?
Technical Leadership
  1. How does the employee provide technical guidance and mentorship to engineering teams?
  2. Does the employee set technical standards and best practices for the organization?
  3. Does the employee ensure technical excellence in project execution?
Technology Governance and Risk Management
  1. How well does the employee manage technology-related risks and compliance issues?
  2. Does the employee implement effective technology governance processes?
  3. Does the employee address cybersecurity and data privacy concerns?
Strategic Decision-Making
  1. How does the employee make strategic technology decisions that align with the company's long-term vision?
  2. Does the employee analyze market trends and emerging technologies to inform decision-making?
  3. Does the employee prioritize technology investments to achieve business objectives?
Team Building and Talent Development
  1. How effectively does the employee build and lead high-performing technology teams?
  2. Does the employee foster a culture of learning and growth within the technology department?
  3. Does the employee attract and retain top technology talent?
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
Software Development Company

Quality Assurance (QA) Engineer

Job Description:
Tests software applications to identify and fix defects, ensuring high-quality and reliable products. Collaborates with development teams and stakeholders to ensure that software meets quality standards and user requirements.
Performance Areas:
Test Planning and Execution
  1. How well does the employee plan and design test cases and scenarios?
  2. Does the employee execute test cases accurately and thoroughly?
  3. Does the employee identify and report defects in a clear and concise manner?
Test Automation
  1. How effectively does the employee implement test automation using appropriate tools and frameworks?
  2. Does the employee continuously enhance test automation coverage?
  3. Does the employee maintain and troubleshoot automated test scripts?
Quality Metrics and Reporting
  1. How does the employee measure and report software quality metrics?
  2. Does the employee analyze and interpret test results for quality improvement insights?
  3. Does the employee communicate quality findings to stakeholders effectively?
Collaboration with Development Teams
  1. How well does the employee collaborate with development teams to understand software requirements and changes?
  2. Does the employee participate in code reviews and provide feedback on quality considerations?
  3. Does the employee foster a collaborative and constructive relationship with developers?
Test Environment and Data Management
  1. How effectively does the employee set up and manage test environments and test data?
  2. Does the employee ensure data privacy and security in testing environments?
  3. Does the employee address challenges related to test data availability and accuracy?
Continuous Improvement in QA Processes
  1. How does the employee contribute to the improvement of QA processes and methodologies?
  2. Does the employee share knowledge and best practices with the QA team?
  3. Does the employee propose and implement process enhancements to streamline testing?
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
Software Development Company

Database Administrator (DBA)

Job Description:
Manages and maintains databases, ensuring data integrity, security, and performance. Collaborates with development teams and IT operations to support database needs for software applications and systems.
Performance Areas:
Database Design and Schema
  1. How well does the employee design and optimize database schemas for software applications?
  2. Does the employee ensure data normalization and integrity in database design?
  3. Does the employee address database performance challenges through effective design?
Database Security and Access Control
  1. How effectively does the employee implement and manage database security measures?
  2. Does the employee control access to sensitive data and database resources?
  3. Does the employee handle data encryption and protection in the database?
Database Performance Tuning
  1. How does the employee monitor and optimize database performance and response times?
  2. Does the employee identify and address database performance bottlenecks?
  3. Does the employee apply indexing and caching strategies for performance improvement?
Backup and Recovery Strategies
  1. How well does the employee plan and execute database backups and recovery procedures?
  2. Does the employee ensure data backup and recovery integrity?
  3. Does the employee perform data restoration tests to validate recovery procedures?
Database Maintenance and Monitoring
  1. How effectively does the employee perform database maintenance tasks, such as data purging and archiving?
  2. Does the employee proactively monitor database health and performance?
  3. Does the employee identify and resolve database issues and errors?
Collaboration with Development Teams
  1. How well does the employee collaborate with development teams to support database needs?
  2. Does the employee provide database expertise and guidance to developers?
  3. Does the employee address database-related challenges and requirements from development teams?
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
Software Development Company

Head of Engineering

Job Description:
Leads and manages all engineering teams, ensuring technical excellence and successful project delivery. Collaborates with cross-functional leaders to align engineering efforts with business goals and strategies.
Performance Areas:
Engineering Team Management
  1. How effectively does the employee lead and manage engineering teams?
  2. Does the employee provide mentorship and professional development opportunities for team members?
  3. Does the employee promote a culture of collaboration and innovation within engineering teams?
Project Planning and Execution
  1. How well does the employee plan and execute engineering projects and initiatives?
  2. Does the employee ensure projects are delivered on time and within budget?
  3. Does the employee address project risks and challenges proactively?
Technical Excellence and Quality
  1. How does the employee ensure technical excellence in engineering deliverables?
  2. Does the employee conduct code reviews and ensure code quality standards?
  3. Does the employee drive the adoption of best practices and coding standards?
Cross-Functional Collaboration
  1. How effectively does the employee collaborate with other department leaders to align engineering efforts with business strategies?
  2. Does the employee facilitate effective communication and coordination across teams?
  3. Does the employee drive cross-functional projects and initiatives?
Technical Leadership
  1. How does the employee provide technical guidance and mentorship to engineering teams?
  2. Does the employee set technical standards and best practices for the organization?
  3. Does the employee ensure technical excellence in project execution?
Technology and Tools Adoption
  1. How well does the employee identify and adopt relevant technologies and tools for engineering teams?
  2. Does the employee drive the evaluation and implementation of new engineering technologies?
  3. Does the employee ensure the effective use of engineering tools for productivity improvement?
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
Software Development Company

Technical Lead

Job Description:
Provides technical expertise and leadership to engineering teams, guiding them in the development of software solutions. Collaborates with project managers and stakeholders to ensure successful project delivery and technical excellence.
Performance Areas:
Software Design and Architecture
  1. How effectively does the employee design software solutions and architectures?
  2. Does the employee consider scalability, maintainability, and performance in design decisions?
  3. Does the employee ensure alignment with project requirements and objectives?
Technical Guidance and Mentorship
  1. How does the employee provide technical guidance and mentorship to engineering teams?
  2. Does the employee assist team members in overcoming technical challenges?
  3. Does the employee foster a culture of continuous learning and improvement within the team?
Code Quality and Best Practices
  1. How well does the employee ensure code quality and adherence to coding standards?
  2. Does the employee conduct code reviews and provide constructive feedback?
  3. Does the employee promote the adoption of best practices in coding and development?
Project Delivery and Execution
  1. How effectively does the employee lead engineering teams in project delivery?
  2. Does the employee ensure projects are completed on time and within scope?
  3. Does the employee address technical risks and challenges during project execution?
Collaboration with Project Managers and Stakeholders
  1. How does the employee collaborate with project managers and stakeholders to understand project requirements?
  2. Does the employee provide technical insights and input for project planning?
  3. Does the employee communicate technical progress and updates to stakeholders effectively?
Problem-Solving and Technical Troubleshooting
  1. How well does the employee address technical issues and troubleshoot problems?
  2. Does the employee take ownership of technical challenges and drive resolutions?
  3. Does the employee proactively identify and resolve technical bottlenecks?
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
Software Development Company

Product Owner

Job Description:
Represents the interests of stakeholders and sets the product vision and priorities for the development team. Collaborates with cross-functional teams to define product requirements, prioritize features, and ensure successful product delivery.
Performance Areas:
Product Vision and Strategy
  1. How well does the employee define and communicate the product vision and strategy?
  2. Does the employee align product goals with business objectives and user needs?
  3. Does the employee prioritize product features and enhancements based on strategic goals?
Product Requirements and User Stories
  1. How effectively does the employee gather and document product requirements and user stories?
  2. Does the employee ensure clear and actionable product specifications?
  3. Does the employee consider usability and user experience in defining requirements?
Cross-Functional Collaboration
  1. How well does the employee collaborate with development teams, designers, and stakeholders to achieve product goals?
  2. Does the employee facilitate effective communication and coordination across teams?
  3. Does the employee address conflicting priorities and requirements?
Product Backlog Management
  1. How does the employee maintain and prioritize the product backlog effectively?
  2. Does the employee groom the backlog to ensure that it reflects current priorities and market needs?
  3. Does the employee decompose features into manageable user stories?
Product Development and Release
  1. How well does the employee manage the product development process and release schedule?
  2. Does the employee ensure timely delivery of product milestones and features?
  3. Does the employee communicate product release plans to stakeholders?
User Feedback and Validation
  1. How effectively does the employee gather user feedback and insights through user testing and research?
  2. Does the employee use user feedback to validate and refine product features?
  3. Does the employee ensure that product improvements align with user needs and preferences?
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
Software Development Company

Product Manager Software Development

Job Description:
Oversees the development and launch of software products, working closely with development teams and stakeholders to define product strategy and roadmap. Manages product development, gathers user feedback, and ensures successful product launches.
Performance Areas:
Product Strategy and Roadmap
  1. How effectively does the employee define product strategy and long-term roadmap?
  2. Does the employee align product goals with business objectives and user needs?
  3. Does the employee prioritize and plan product features and enhancements?
Product Requirements Gathering and Definition
  1. How well does the employee gather and define product requirements in collaboration with stakeholders?
  2. Does the employee create clear and actionable product specifications?
  3. Does the employee consider usability and user experience in defining requirements?
Product Development and Release
  1. How does the employee manage the product development process and release schedule?
  2. Does the employee ensure timely delivery of product milestones and features?
  3. Does the employee communicate product release plans to stakeholders?
User Feedback and Validation
  1. How effectively does the employee gather user feedback and insights through user testing and research?
  2. Does the employee use user feedback to validate and refine product features?
  3. Does the employee ensure that product improvements align with user needs and preferences?
Product Performance and Success Metrics
  1. How does the employee measure and analyze product performance using relevant metrics?
  2. Does the employee track product success against defined KPIs?
  3. Does the employee make data-driven decisions to improve product performance?
Collaboration with Development Teams
  1. How well does the employee collaborate with development teams to ensure successful product delivery?
  2. Does the employee provide clear product requirements and guidance to development teams?
  3. Does the employee address challenges and support the team in achieving product goals?
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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