PM Performance Review Template for PMs

Quarterly is ideal for development velocity. Semi-annual is the minimum for formal reviews. Monthly is too frequent for formal reviews (use [one-on-one meetings](/templates/one-on-one-template) instead), but a monthly informal "pulse check" on the development plan is valuable.

Both, but weighted differently by level. Junior PMs should be weighted toward individual contributions (features shipped, PRDs written, experiments run). Senior PMs should be weighted toward team outcomes (metric movement, strategic direction, cross-functional impact). The higher the level, the more the PM is evaluated on outcomes delivered through influence rather than direct execution.

Peer feedback (Section 3) is designed to catch exactly this. If engineers and designers consistently report negative collaboration experiences, that is a competency gap in Communication and Leadership, even if Outcomes are strong. Sustained team unhappiness will eventually show up in attrition, which is a leadership failure. Address it in the development plan with specific behavioral changes. The [Stakeholder Management Handbook](/stakeholder-guide) covers the relationship management skills that often underlie this issue.

Welcome the disagreement. Ask the PM to present specific evidence for their self-assessment. If their evidence is compelling, update your assessment. If you still disagree after hearing their case, explain your reasoning and document both perspectives. The goal is a shared understanding, not forced agreement. ---