Employee Performance Review Ratings
This dataset provides detailed, standardized employee performance review records, including department, job level, review periods, reviewer information, and multiple scoring dimensions. It enables organizations to analyze workforce performance, identify development needs, and support data-driven promotion and talent management decisions across departments and job levels.
Sample rows
preview · 8 of 110 rows · all 17 columns| review_idstring | overall_scorefloat | promotion_recommendedboolean | departmentstring | employee_idstring | employee_namestring | job_levelinteger | review_period_startdate | review_period_enddate | review_datedate | reviewer_idstring | reviewer_namestring | competency_scorefloat | goals_achieved_scorefloat | leadership_scorefloat | development_needsstring | review_commentsstring |
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| R00001 | 4.2 | true | Engineering | E1010 | Carlos Mendoza | 3 | 2022-01-01 | 2022-12-31 | 2023-01-10 | M101 | Julia Müller | 4 | 4.3 | 4.1 | Expand technical mentoring of juniors. | Carlos demonstrated strong initiative, leading project teams and exceeding expectations for his role. |
| R00002 | 2.9 | false | Marketing | E1011 | Amina El-Sayed | 2 | 2022-04-01 | 2022-10-01 | 2022-10-10 | M301 | David Song | 2.8 | 3.1 | blank | Work on campaign analytics and reporting accuracy. | Amina meets expectations but should focus on improving marketing analytics and data accuracy. |
| R00003 | 2.1 | false | IT | E1012 | Zhihao Lin | 1 | 2022-06-15 | 2022-12-15 | 2022-12-20 | M501 | Elena Petrova | 2.3 | 2 | blank | Improve troubleshooting and documentation skills. | Zhihao needs to focus on documentation accuracy and respond more quickly to support tickets. |
| R00004 | 4.6 | true | Finance | E1013 | Léa Dubois | 4 | 2022-01-01 | 2022-12-31 | 2023-01-08 | M401 | Marek Nowak | 4.7 | 4.5 | 4.8 | blank | Léa consistently delivers financial analysis with high accuracy and has mentored her team effectively. |
| R00005 | 3.3 | false | Support | E1014 | Samuel Johnson | 2 | 2022-03-01 | 2022-09-01 | 2022-09-05 | M801 | Fatima Benali | 3.2 | 3.5 | blank | Increase first-call resolution rate. | Samuel is reliable but can further improve efficiency in customer interactions. |
| R00006 | 4 | true | Product | E1015 | Giulia Romano | 3 | 2022-02-01 | 2022-08-01 | 2022-08-11 | M601 | Sven Eriksson | 4.2 | 3.9 | 4 | Continue cross-team communication training. | Giulia shows strong leadership and has successfully led her product team through major releases. |
| R00007 | 2.5 | false | Human Resources | E1016 | Marina Oliveira | 1 | 2022-05-01 | 2022-11-01 | 2022-11-10 | M701 | Nina Yamada | 2.7 | 2.6 | blank | Needs to improve onboarding process familiarity. | Marina is dedicated but requires more exposure to HRIS and onboarding workflows. |
| R00008 | 3 | false | Engineering | E1017 | Omar Al-Farsi | 2 | 2022-07-01 | 2023-01-01 | 2023-01-11 | M101 | Julia Müller | 3.1 | 2.8 | blank | Enhance code review participation. | Omar is progressing steadily; more involvement in code reviews is encouraged. |
| R00009 | 4.9 | true | Engineering | E1018 | Anna-Lena Fischer | 4 | 2022-01-15 | 2022-12-15 | 2022-12-23 | M102 | Tomáš Horák | 5 | 4.8 | 5 | blank | Anna-Lena is a top performer, driving innovation and fostering a collaborative environment. |
| R00010 | 3.7 | false | Legal | E1019 | James O'Connor | 3 | 2022-08-01 | 2023-01-31 | 2023-02-05 | M901 | Priya Iyer | 3.8 | 3.6 | 3.8 | Strengthen cross-functional legal training. | James handles complex legal cases well; more focus on cross-departmental issues will help. |
| R00011 | 4.7 | false | Support | E1020 | Fatima Benali | 5 | 2022-01-01 | 2022-12-31 | 2023-01-04 | M802 | Mikhail Ivanov | 4.8 | 4.6 | 4.7 | Focus on succession planning and mentoring. | Fatima is a pillar of the support team, providing guidance and fostering a positive work culture. |
| R00012 | 3.1 | false | Sales | E1021 | John Smith | 2 | 2022-09-01 | 2023-03-01 | 2023-03-08 | M201 | Isabelle Laurent | 3 | 3.2 | blank | Improve negotiation skills and follow-up. | John is diligent but should continue developing negotiation strategies. |
| R00013 | 2.2 | false | Finance | E1022 | Marta Kowalska | 1 | 2022-03-01 | 2022-09-01 | 2022-09-10 | M401 | Marek Nowak | 2.4 | 2.1 | blank | Develop more confidence in financial reporting. | Marta is learning quickly. More attention to detail is necessary. |
| R00014 | 3.5 | false | IT | E1023 | Yusuf Demir | 2 | 2022-10-01 | 2023-03-31 | 2023-04-02 | M501 | Elena Petrova | 3.3 | 3.7 | blank | Improve time management for project deadlines. | Yusuf has a positive attitude but should work on time management. |
| R00015 | 4.4 | true | Marketing | E1024 | Sara Svensson | 3 | 2022-05-01 | 2022-11-01 | 2022-11-08 | M301 | David Song | 4.3 | 4.2 | 4.5 | blank | Sara is a strong collaborator and has successfully led several campaigns. |
| R00016 | 3.8 | false | Product | E1025 | Bruno Costa | 2 | 2022-03-15 | 2022-09-15 | 2022-09-20 | M601 | Sven Eriksson | 3.8 | 3.9 | blank | Increase involvement in user testing. | Bruno is a consistent contributor but should participate more in user research. |
| R00017 | 4.1 | true | Sales | E1026 | Chloe Laurent | 3 | 2022-02-01 | 2022-08-01 | 2022-08-10 | M201 | Isabelle Laurent | 4.2 | 4 | 4.2 | Broaden client engagement training. | Chloe exceeded quarterly sales targets and set a strong example for her team. |
| R00018 | 4.9 | false | Engineering | E1027 | Alexei Volkov | 5 | 2022-04-01 | 2022-10-01 | 2022-10-15 | M103 | Ewa Kowalczyk | 5 | 4.9 | 5 | Focus on strategic planning and team development. | Alexei is a visionary leader, driving technical excellence across the engineering division. |
| R00019 | 4.3 | true | Legal | E1028 | Sophie Dubois | 4 | 2022-05-01 | 2022-11-01 | 2022-11-07 | M901 | Priya Iyer | 4.4 | 4.3 | 4.5 | blank | Sophie is proactive in legal risk management and is a reliable resource for her team. |
| R00020 | 3.2 | false | Finance | E1029 | Nikhil Patel | 2 | 2022-01-01 | 2022-07-01 | 2022-07-10 | M401 | Marek Nowak | 3.1 | 3.3 | blank | Develop more advanced Excel skills. | Nikhil is dependable but should further develop data analysis skills. |
What the 110 rows show
from the 110-row sample- 26%promotion_
recommended = true - 3.5median overall_
score - 3median job_
level - 3.7median competency_
score - 3.6median goals_
achieved_ score - 4.3median leadership_
score
Median 3.5, from 1.0 to 5.0.
- string 8
- integer 1
- float 4
- date 3
- boolean 1
Columns
17 columns in four groups| column | type | description | example |
|---|---|---|---|
| Text 8 columns | |||
review_id | string | Unique identifier for each performance review recordunique | R00001 |
employee_id | string | Unique identifier for the employee being reviewed | E1010 |
employee_name | string | Full name of the employee being reviewed | Carlos Mendoza |
department | string | Department to which the employee belongs9 departments | Engineering |
reviewer_id | string | Unique identifier for the reviewer (e.g., manager or supervisor) | M101 |
reviewer_name | string | Full name of the reviewer | Julia Müller |
development_needs | string | Summary of areas where the employee needs development or improvementoptional | Expand technical mentorin… |
review_comments | string | Additional comments or qualitative feedback from the revieweroptional | Carlos demonstrated stron… |
| Numbers 5 columns | |||
job_level | integer | Job level or grade of the employee (e.g., 1 for entry, 5 for senior/executive)1 or more | 3 |
overall_score | float | Standardized overall performance score assigned to the employee (e.g., 0.0 to 5.0)0 to 5 | 4.2 |
competency_score | float | Score reflecting the employee's competency in their role (e.g., 0.0 to 5.0)0 to 5 · optional | 4 |
goals_achieved_score | float | Score reflecting achievement of set goals during the review period (e.g., 0.0 to 5.0)0 to 5 · optional | 4.3 |
leadership_score | float | Score reflecting leadership or initiative shown (e.g., 0.0 to 5.0; may be null for non-leadership roles)0 to 5 · optional | 4.1 |
| Dates and times 3 columns | |||
review_period_start | date | Start date of the performance review period | 2022-01-01 |
review_period_end | date | End date of the performance review period | 2022-12-31 |
review_date | date | Date when the performance review was conducted | 2023-01-10 |
| True or false 1 column | |||
promotion_recommended | boolean | Indicates if the employee is recommended for promotion based on the reviewoptional | true |
Use it for
A human resources dashboard
The promotion_
recommended rate, overall_ score and a breakdown of department. Excel, Power BI or Tableau. Why do 29 of 110 rows have promotion_
recommended = true? A class exercise
Hand out the rows and one question. Everyone works from the same 110 rows.
- Reviews110R000014.2trueR000022.9falseR000044.6true
A software demo
Believable reviews with employee_
id, employee_ name and department to fill a screen in front of a buyer.
This dataset110 rows17 columns
Yours10,000 rows17 columns
blueprint · employee-performance-review-ratings
Behind this dataset
Same schema. As many rows as you need.
These 110 rows came out of a blueprint — 17 columns with generation rules behind each one. Open it in Data Factory to retune a column, add your own, wire in foreign keys, and run it at the size you actually need.
Rules it was built with
- Score employees on multiple competencies
- Associate each review with reviewer and reviewee
- Include review period start and end dates
- Highlight employees with consistent top/bottom scores
Open the blueprint in Data Factory
1 credit per row. New accounts start with 25 free credits.
- Exports
- CSV, JSON, JSONL, Parquet, SQL, Excel, TSV, XML
- Licence
- yours to use, including commercially
- API slug
- employee-performance-review-ratings