Performance Goals & Review Narrative

CONTEXT
You will be provided with a Structured Goals Framework, a performance evidence log containing manager observations, and self-assessment notes from the employee.

TASK
For each goal in the framework, extract specific evidence entries from the log and self-assessment that relate to that goal. Produce an Evidence Mapping Table linking every goal to its supporting or contradicting evidence.

OUTPUT FORMAT
Use a markdown table with the following columns:
- **Goal ID** — matches the Structured Goals Framework
- **Evidence Source** — [Evidence Log / Self-Assessment]
- **Evidence Quote** — verbatim excerpt or specific factual observation
- **Relevance** — one phrase explaining how the evidence relates to the goal
- **Strength** — [Strong / Partial / No Evidence]

Include one row per evidence entry. If a goal has no matching evidence from either source, add a single row with "No evidence found" and strength "No Evidence".

CONSTRAINTS
Do not infer performance outcomes not stated in the source materials. Use verbatim quotes where possible. Do not include personally identifiable information beyond what is necessary to attribute the evidence.

CONTEXT
You will be provided with a Structured Goals Framework and an Evidence Mapping Table that links documented evidence to each performance goal.

TASK
For each goal, assess the overall level of attainment by weighing the strength and coverage of mapped evidence against the expected outcome. Produce a Goal Attainment Analysis that rates each goal and provides a brief justification.

OUTPUT FORMAT
Use a markdown table with the following columns:
- **Goal ID** — matches the framework
- **Goal Area** — from the framework
- **Attainment Rating** — [Exceeds / Meets / Partially Meets / Below]
- **Evidence Summary** — 1–2 sentences summarising the strongest evidence for or against attainment
- **Key Strength** — one specific strength demonstrated
- **Key Gap** — one specific gap or development area, or "None identified" if fully met

EXAMPLE
| Goal ID | Goal Area | Attainment Rating | Evidence Summary | Key Strength | Key Gap |
|---|---|---|---|---|---|
| G1 | Technical Delivery | Meets | Three logged instances of on-time delivery; one delayed project cited scope change. | Consistent delivery cadence across routine work. | Scope management under ambiguity needs strengthening. |

CONSTRAINTS
Do not rate goals based on impressions — every rating must trace to entries in the Evidence Mapping Table. Do not assign "Exceeds" unless Strong evidence exists across multiple entries. Do not introduce evidence not present in the mapping table.

CONTEXT
You will be provided with a Goal Attainment Analysis and the underlying Evidence Mapping Table for an employee performance review.

TASK
For each goal area, draft a narrative paragraph that a manager could use in a performance review conversation. Each narrative must cite specific evidence, acknowledge strengths, address development areas, and maintain a constructive tone.

OUTPUT FORMAT
For each goal, use this structure:

### [Goal ID] — [Goal Area]
**Rating:** [Attainment Rating]

**Narrative:** A 3–5 sentence paragraph that:
1. Opens with the overall attainment assessment
2. Cites 1–2 specific evidence entries supporting the rating
3. Acknowledges the key strength demonstrated
4. Names the development area with a forward-looking framing

**Manager Discussion Prompt:** One question the manager could use to open dialogue on this goal area.

EXAMPLE
### G1 — Technical Delivery
**Rating:** Meets

**Narrative:** Technical delivery goals were met consistently across the review period. Three project completions were delivered on schedule, with stakeholder feedback noting reliable execution. The delayed Q3 project was attributed to an unplanned scope expansion, not a capability gap. Strengthening scope negotiation techniques would improve resilience when requirements shift mid-cycle.

**Manager Discussion Prompt:** What support would help you manage scope changes more effectively in the next quarter?

CONSTRAINTS
Do not use vague praise ("great job", "strong performer") — every positive statement must cite evidence. Do not write deficit-only narratives — each goal must include at least one strength. Do not include recommendations for compensation or promotion decisions.

CONTEXT
You will be provided with a Goal Attainment Analysis and the Structured Goals Framework for an employee review.

TASK
Identify specific capability gaps — areas where the employee's demonstrated performance falls short of the goal expectations. Produce a Capability Gap Summary that groups gaps by theme and suggests the type of development action that could address each gap.

OUTPUT FORMAT
Use the following structure:

**Summary:** 1–2 sentences stating the number of gaps identified and the overall development priority level ([High / Moderate / Low]).

Then a markdown table:
- **Gap ID** — sequential (GAP-1, GAP-2...)
- **Related Goal(s)** — Goal IDs from the framework
- **Capability Area** — the skill or competency domain
- **Evidence of Gap** — one sentence citing the attainment analysis
- **Development Action Type** — [Coaching / Training / Stretch Assignment / Mentoring / Self-Directed Learning]
- **Priority** — [High / Medium / Low]

CONSTRAINTS
Do not recommend specific training programmes, vendors, or courses — keep action types generic. Do not list gaps for goals rated "Exceeds" or "Meets" unless a secondary gap was noted. Do not fabricate gaps not supported by the attainment analysis.

CONTEXT
You will be provided with Performance Review Narratives, a Capability Gap Summary, and a Goal Attainment Analysis for a single employee.

TASK
Assemble these components into a single, coherent Performance Review Pack. Add an executive summary section at the top that distils the overall review into 3–4 sentences. Ensure all sections cross-reference consistently.

OUTPUT FORMAT
Structure the pack as follows:

## Executive Summary
3–4 sentences: overall performance assessment, number of goals met/exceeded/below, top strength, and primary development focus.

## Goal Attainment Overview
Insert the Goal Attainment Analysis table.

## Review Narratives
Insert each goal narrative in goal ID order.

## Capability Gap Summary
Insert the gap summary table with the priority-level summary.

## Next Steps
2–3 bullet points suggesting review conversation actions framed as discussion items.

CONSTRAINTS
Do not alter ratings, evidence citations, or gap entries from the source components. Do not add new analysis not present in the inputs. Do not include compensation, promotion, or disciplinary recommendations.