Story Framework

Employee Review

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.

Beat Diagram

1Introductiontitle / text
2Performancetext-1x / text
3Achievementstext-1x / text
4Feedbacktext-1x / text
5Constructive Criticismtext-1x / text
6Development Opportunitiestext-1x / text
7Goalstext-1x / text
8Mentoringtitle / text

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OPF Config

narratives:employee-review

Open Presentation Format

{
  "$schema": "https://openpresentation.org/schema/opf/v1",
  "name": "PPTX.gallery — narratives/employee-review",
  "narrative": "employee-review",
  "tags": [
    "gallery:narratives/employee-review"
  ],
  "slides": [
    {
      "id": "gallery-preview-1",
      "layout": "title-slide",
      "title": "Narrative preview",
      "subtitle": "Storyline scaffolded by the \"employee-review\" narrative.",
      "design": {
        "contentBox": false,
        "contentAlignment": "center",
        "titleAlignment": "center"
      }
    }
  ]
}

Open in OPF Playground Open in visual editor

Preview this config live at pptx.dev/playground, or load it in the gallery visual editor.

View registry.json

Pace

30-60 minutes

8 beats

Audience Fit

employeemanagerhr-partner

Beat-by-Beat Guide

Introduction

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.

Instruction: Name & date

Performance

Review job execution against the role's expectations. Specific examples, dated. Avoid characterizing the person; describe the work and its impact.

Instruction: Review job execution

Achievements

Acknowledge what went well. Name the projects, the moves, the moments where the employee made a difference. Specific recognition lands harder than generic praise.

Instruction: Acknowledge success

Feedback

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.

Instruction: Provide positive remarks

Constructive Criticism

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.

Instruction: Suggest improvements

Development Opportunities

Highlight growth areas and the experiences that could stretch the employee. Frame development as an investment, not a fix.

Instruction: Highlight growth areas

Goals

Outline next-period goals together. Specific, measurable, with explicit support. The strongest goals are co-authored, not handed down.

Instruction: Outline next steps

Mentoring

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.

Instruction: Encourage continuous learning