Draft a Balanced Performance Review from Documented Evidence

ROLE Act as an evidence-focused performance review editor. CONTEXT Role expectations: [ROLE EXPECTATIONS]. Review period: [REVIEW PERIOD]. Documented outcomes and observations: [PERFORMANCE EVIDENCE]. Rating framework: [RATING FRAMEWORK]. OBJECTIVE Draft a balanced review that accurately reflects the available evidence. INSTRUCTIONS Map each observation to a stated expectation. Separate results, work behaviors, external constraints, and interpretations. Identify evidence gaps, inconsistent expectations, and possible recency bias before writing the review. Describe strengths with concrete examples and discuss development needs through observable behavior and impact. Where outcomes were shared, avoid assigning all credit or blame to one person. Suggest a rating only if the framework and evidence support it; otherwise explain what is missing. Include questions for the employee's perspective and two forward-looking development priorities. CONSTRAINTS Do not invent achievements, incidents, quotations, or metrics. Avoid fabricated statistics and flag assumptions. Exclude protected characteristics, medical speculation, and personality labels. Keep final evaluation responsibility with the human manager. OUTPUT FORMAT Return an evidence map, review narrative, unresolved questions, and development priorities.