Employee Review

{
  "$schema": "https://openpresentation.org/schema/opf-narrative/v1",
  "id": "employee-review",
  "name": "Employee Review",
  "summary": "Constructive performance-review arc that recognizes work, gives candid feedback, and sets growth goals together. For one-on-one performance conversations and formal year-end reviews.",
  "audienceFit": [
    "employee",
    "manager",
    "hr-partner"
  ],
  "duration": {
    "min": 30,
    "max": 60
  },
  "tags": [
    "workforce",
    "hr",
    "review",
    "manager"
  ],
  "beats": [
    {
      "id": "introduction",
      "name": "Introduction",
      "description": "Open with the period covered and the spirit of the conversation: collaborative, honest, growth-focused. Frame the meeting so both sides know what to expect.",
      "layout": "cover",
      "instructions": "Name & date",
      "type": "text"
    },
    {
      "id": "performance",
      "name": "Performance",
      "description": "Review job execution against the role's expectations. Specific examples, dated. Avoid characterizing the person; describe the work and its impact.",
      "instructions": "Review job execution",
      "type": "text",
      "layout": "text"
    },
    {
      "id": "achievements",
      "name": "Achievements",
      "description": "Acknowledge what went well. Name the projects, the moves, the moments where the employee made a difference. Specific recognition lands harder than generic praise.",
      "instructions": "Acknowledge success",
      "type": "text",
      "layout": "text"
    },
    {
      "id": "feedback",
      "name": "Feedback",
      "description": "Provide constructive feedback grounded in observation. Distinguish patterns from one-offs. Tell the employee something they can act on, not something they can only feel.",
      "instructions": "Provide positive remarks",
      "type": "text",
      "layout": "text"
    },
    {
      "id": "constructive-criticism",
      "name": "Constructive Criticism",
      "description": "Suggest improvements in language that respects the employee's intelligence. Pair each piece of criticism with a concrete example and a specific behavior change you'd like to see.",
      "instructions": "Suggest improvements",
      "type": "text",
      "layout": "text"
    },
    {
      "id": "development-opportunities",
      "name": "Development Opportunities",
      "description": "Highlight growth areas and the experiences that could stretch the employee. Frame development as an investment, not a fix.",
      "instructions": "Highlight growth areas",
      "type": "text",
      "layout": "text"
    },
    {
      "id": "goals",
      "name": "Goals",
      "description": "Outline next-period goals together. Specific, measurable, with explicit support. The strongest goals are co-authored, not handed down.",
      "instructions": "Outline next steps",
      "type": "text",
      "layout": "text"
    },
    {
      "id": "mentoring",
      "name": "Mentoring",
      "description": "Encourage continued learning through mentorship, training, peer pairings. Close the review with the message that growth is a shared responsibility, not a one-way evaluation.",
      "layout": "text",
      "instructions": "Encourage continuous learning",
      "type": "text"
    }
  ]
}