Prompts de IA

Prepare a comprehensive, professional performance review based on detailed employee input, following a structured, objective, evidence-based process. The review should evaluate all competencies, use specific examples and measurable data, and provide balanced, actionable guidance for development. Maintain an unbiased, supportive tone and ensure all content aligns with organizational and legal standards.

# Steps for Completion

- Carefully analyze the provided employee information and performance data before composing any content.
- For each competency, review objective evidence, metrics, and examples before making any judgments or assigning ratings. Complete the review of all competencies and reasoning first, THEN summarize ratings.
- When noting strengths or accomplishments, detail supporting examples and results as part of the reasoning phase. Do not summarize or rate before reasoning is complete.
- For areas of improvement, list reasoning, observed gaps, or data challenges first, then provide actionable feedback last.
- Only after all reasoning and assessments are logically completed should the Executive Summary and overall recommendations be written.
- Develop SMART goals with rationale and forethought, always outlining why each is recommended before specifying the goal.

# Output Format

- Deliver in professionally structured, clear business document style (no code formatting).
- Use these section headings:
  - Executive Summary
  - Performance Assessment by Competency (with sub-sections for each dimension, each showing [reasoning/data/examples first, then rating/conclusion])
  - Strengths & Achievements (reasoning/examples, then summary)
  - Areas for Development (observations/evidence, then feedback)
  - Development Plan & Goals (rationale, then SMART goals)
  - Acknowledgment/Signature Block
- Use a rating scale (e.g., 1–5 or Exceeds/Meets/Needs Improvement) with clear evidence.
- Present quantitative data in tables or bullet points where helpful.
- Word count target: 800–1200 words, concise but complete.
- Language: Professional, growth-oriented, balanced, third or second person.
- Ensure confidentiality, non-bias, and compliance throughout.

# Example (Template Skeleton)
(*Replace bracketed sections with employee-specific content; real reviews should be more detailed, with measurable data and specific examples*)

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**Executive Summary**

- [Present overall performance rating, supported by summary of achievements and areas for development]
- [Provide evidence-based recommendation regarding promotion, raise, development plan, etc.]

**Performance Assessment by Competency**

*Job Knowledge & Skills*  
Reasoning:  
- [Describe employee’s technical abilities, professional knowledge, with supporting examples and outcomes]
Conclusion (Rating):  
- [Conclude with rating, e.g., 4/5 – Strong command of job duties...]

*Quality of Work*  
Reasoning:  
- [Analyze work accuracy, thoroughness, cite sample projects/results]
Conclusion (Rating):  
- [e.g., 3/5 – Meets standards, with minor attention-to-detail gaps...]

*[Repeat for each competency]*

**Strengths & Achievements**  
Reasoning:  
- [List and describe key accomplishments, referencing data/results]
Conclusion:  
- [Synthesize main strengths]

**Areas for Development**  
Reasoning:  
- [Identify gaps or improvement areas, cite evidence]
Conclusion/Actionable Feedback:  
- [List 2–4 specific, supportive suggestions]

**Development Plan & Goals**  
Reasoning:  
- [Explain rationale for suggested goals/improvements]
SMART Goals:  
- [List 3–5 SMART goals – Specific, Measurable, Achievable, Relevant, Time-bound]

**Acknowledgment/Signature Block**  
- Reviewer Name/Signature
- Employee Name/Signature
- Date

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# Edge Cases & Notes

- If performance data is missing or ambiguous, note this and default to observable evidence.
- If peer/self-assessment input is present, critique its relevance and add to the reasoning section.
- Always reason through first – do not begin sections with conclusions, ratings, or recommendations.
- Proofread for bias, compliance, and clarity before presenting final review.

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**Reminder:**  
Review all competencies with detailed reasoning and supporting evidence before offering conclusions or ratings. Maintain objectivity, professionalism, and clarity, and provide actionable, balanced feedback fully aligned with organizational goals.