# People Ops

> Framework for people operations: performance reviews, 1:1s, engagement surveys, performance improvement plans, exit interviews, and policy management. Use when managing performance, measuring engagement, handling difficult situations, or updating policies.

- Skill: `saolalab/people-ops` (Agent Skill)
- Install (CLI): `npx skillmds@latest add saolalab/people-ops`
- Raw SKILL.md: https://api.skillmd.com/api/skills/saolalab/people-ops/raw
- Safety review: pending
- Works with: Claude Code, Claude.ai, OpenAI Codex
- Category: Coding & Dev Tools
- Author: saolalab (https://skillmd.com/u/saolalab)
- Updated: 2026-09-22
- Page: https://skillmd.com/skills/saolalab/people-ops

---


# People Operations

## Performance Review Template

```markdown
# Performance Review: {Employee Name} — {Period}

**Review Period**: {Start Date} to {End Date}
**Reviewer**: {Manager Name}
**Date**: {Review Date}
**Role**: {Job Title}

## Overall Performance Rating

**Rating**: Exceeds Expectations / Meets Expectations / Below Expectations / Needs Improvement

**Summary**: {2-3 sentence summary of overall performance}

## Goals & Objectives

### Goal 1: {Goal Description}
- **Status**: Achieved / Partially Achieved / Not Achieved
- **Results**: {Specific outcomes and metrics}
- **Notes**: {Additional context}

### Goal 2: {Goal Description}
- **Status**: Achieved / Partially Achieved / Not Achieved
- **Results**: {Specific outcomes and metrics}
- **Notes**: {Additional context}

### Goal 3: {Goal Description}
- **Status**: Achieved / Partially Achieved / Not Achieved
- **Results**: {Specific outcomes and metrics}
- **Notes**: {Additional context}

## Strengths & Achievements

- {Strength 1 with specific examples}
- {Strength 2 with specific examples}
- {Strength 3 with specific examples}

## Areas for Development

- {Development area 1 with specific examples and suggestions}
- {Development area 2 with specific examples and suggestions}

## Feedback from Peers (360 Review)

### Positive Feedback Themes
- {Theme 1: e.g., "Strong collaboration skills"}
- {Theme 2: e.g., "Reliable and dependable"}

### Development Suggestions
- {Suggestion 1}
- {Suggestion 2}

## Development Plan

### Short-term Goals (Next Quarter)
- {Goal 1}
- {Goal 2}
- {Goal 3}

### Development Activities
- {Activity 1: e.g., "Attend leadership training"}
- {Activity 2: e.g., "Take on project management responsibility"}
- {Activity 3: e.g., "Mentor junior team member"}

### Support Needed
- {Support 1: e.g., "Additional training resources"}
- {Support 2: e.g., "More frequent check-ins"}

## Career Growth

### Career Interests
{Employee's stated career interests and goals}

### Growth Opportunities
{Potential paths for advancement or skill development}

## Employee Comments

{Space for employee to provide their own comments and feedback}

---

**Employee Signature**: _________________ **Date**: _________

**Manager Signature**: _________________ **Date**: _________
```

## 1:1 Meeting Template

```markdown
# 1:1 Meeting: {Employee Name} with {Manager Name}

**Date**: {Date}
**Duration**: {30/60} minutes

## Agenda

### Updates & Wins
- {What's going well? Recent wins?}

### Challenges & Blockers
- {What's challenging? What's blocking progress?}

### Priorities & Goals
- {What are the top priorities this week/quarter?}
- {Progress on goals?}

### Feedback
- **Manager to Employee**: {Feedback on performance, behavior, etc.}
- **Employee to Manager**: {Feedback on support, communication, etc.}

### Development
- {What skills are they developing?}
- {What support do they need?}

### Action Items
- [ ] {Action item 1} — Owner: {Name} — Due: {Date}
- [ ] {Action item 2} — Owner: {Name} — Due: {Date}

### Next 1:1
{Scheduled date and time}
```

## Employee Engagement Survey Questions

### Overall Engagement
1. On a scale of 1-10, how likely are you to recommend {Company} as a great place to work?
2. How satisfied are you with your job overall? (Very Satisfied / Satisfied / Neutral / Dissatisfied / Very Dissatisfied)

### Work & Role
3. I have a clear understanding of my role and responsibilities. (Strongly Agree / Agree / Neutral / Disagree / Strongly Disagree)
4. I understand how my work contributes to company goals. (Strongly Agree / Agree / Neutral / Disagree / Strongly Disagree)
5. I have the resources and tools I need to do my job effectively. (Strongly Agree / Agree / Neutral / Disagree / Strongly Disagree)
6. My workload is manageable. (Strongly Agree / Agree / Neutral / Disagree / Strongly Disagree)

### Manager & Leadership
7. My manager provides clear direction and feedback. (Strongly Agree / Agree / Neutral / Disagree / Strongly Disagree)
8. My manager supports my professional development. (Strongly Agree / Agree / Neutral / Disagree / Strongly Disagree)
9. I trust the leadership team. (Strongly Agree / Agree / Neutral / Disagree / Strongly Disagree)
10. Leadership communicates effectively about company direction. (Strongly Agree / Agree / Neutral / Disagree / Strongly Disagree)

### Team & Culture
11. I feel like I belong on my team. (Strongly Agree / Agree / Neutral / Disagree / Strongly Disagree)
12. I feel comfortable sharing my ideas and opinions. (Strongly Agree / Agree / Neutral / Disagree / Strongly Disagree)
13. Our team collaborates effectively. (Strongly Agree / Agree / Neutral / Disagree / Strongly Disagree)
14. I feel respected and valued by my colleagues. (Strongly Agree / Agree / Neutral / Disagree / Strongly Disagree)

### Growth & Development
15. I have opportunities to learn and grow in my role. (Strongly Agree / Agree / Neutral / Disagree / Strongly Disagree)
16. I see a clear path for career advancement. (Strongly Agree / Agree / Neutral / Disagree / Strongly Disagree)
17. I receive regular feedback on my performance. (Strongly Agree / Agree / Neutral / Disagree / Strongly Disagree)

### Compensation & Benefits
18. I am satisfied with my compensation. (Strongly Agree / Agree / Neutral / Disagree / Strongly Disagree)
19. Our benefits package meets my needs. (Strongly Agree / Agree / Neutral / Disagree / Strongly Disagree)

### Work-Life Balance
20. I have a good work-life balance. (Strongly Agree / Agree / Neutral / Disagree / Strongly Disagree)
21. I feel comfortable taking time off when needed. (Strongly Agree / Agree / Neutral / Disagree / Strongly Disagree)

### Open-Ended Questions
22. What do you like most about working at {Company}?
23. What would you change if you could?
24. What would make {Company} a better place to work?
25. Any additional comments or feedback?

## Performance Improvement Plan (PIP) Template

```markdown
# Performance Improvement Plan: {Employee Name}

**Date**: {Date}
**Manager**: {Manager Name}
**HR Contact**: {HR Manager Name}
**Review Period**: {Start Date} to {End Date} ({Duration} days)

## Purpose

This Performance Improvement Plan (PIP) is designed to help {Employee Name} improve their performance in specific areas. The goal is to provide clear expectations, support, and a path to success.

## Performance Concerns

### Concern 1: {Specific concern}
- **Current Behavior**: {Description of current behavior}
- **Expected Behavior**: {Description of expected behavior}
- **Impact**: {Impact on team, projects, or company}

### Concern 2: {Specific concern}
- **Current Behavior**: {Description of current behavior}
- **Expected Behavior**: {Description of expected behavior}
- **Impact**: {Impact on team, projects, or company}

## Improvement Goals

### Goal 1: {Specific, measurable goal}
- **Success Criteria**: {How success will be measured}
- **Timeline**: {By when}

### Goal 2: {Specific, measurable goal}
- **Success Criteria**: {How success will be measured}
- **Timeline**: {By when}

## Action Plan

### Employee Actions
- [ ] {Action 1}
- [ ] {Action 2}
- [ ] {Action 3}

### Manager Support
- {Support 1: e.g., "Weekly 1:1s focused on progress"}
- {Support 2: e.g., "Additional training resources"}
- {Support 3: {e.g., "Clearer documentation"}

### Resources
- {Resource 1: e.g., "Training course on X"}
- {Resource 2: e.g., "Mentor assignment"}

## Check-in Schedule

- **Week 1 Check-in**: {Date}
- **Week 2 Check-in**: {Date}
- **Mid-point Review**: {Date}
- **Final Review**: {Date}

## Consequences

If performance does not improve to meet expectations by {End Date}, further action may be taken, up to and including termination of employment.

## Employee Acknowledgment

I acknowledge that I have received and understand this Performance Improvement Plan.

**Employee Signature**: _________________ **Date**: _________

**Manager Signature**: _________________ **Date**: _________

**HR Signature**: _________________ **Date**: _________
```

## Exit Interview Template

```markdown
# Exit Interview: {Employee Name}

**Date**: {Date}
**Conducted By**: {HR Manager Name}
**Last Day**: {Date}
**Role**: {Job Title}
**Tenure**: {Duration}

## Reason for Leaving

**Primary Reason**: {Voluntary resignation / Termination / Layoff / Other}

**Details**: {Open text explanation}

## Experience at Company

### Overall Experience
1. How would you rate your overall experience at {Company}? (1-5)
   - Comments: {open text}

2. What did you enjoy most about working here? {open text}

3. What did you find most challenging? {open text}

### Manager & Leadership
4. How would you rate your manager? (1-5)
   - Comments: {open text}

5. How would you rate company leadership? (1-5)
   - Comments: {open text}

### Role & Responsibilities
6. Was your role what you expected when you joined? (Yes/No/Somewhat)
   - Comments: {open text}

7. Did you have the resources and support you needed? (Yes/No/Somewhat)
   - Comments: {open text}

### Culture & Environment
8. How would you describe the company culture? {open text}

9. Did you feel included and valued? (Yes/No/Somewhat)
   - Comments: {open text}

### Compensation & Benefits
10. Were you satisfied with your compensation? (Yes/No/Somewhat)
    - Comments: {open text}

11. Did the benefits package meet your needs? (Yes/No/Somewhat)
    - Comments: {open text}

### Growth & Development
12. Did you have opportunities to grow and develop? (Yes/No/Somewhat)
    - Comments: {open text}

13. What would have helped you grow more? {open text}

## Feedback & Suggestions

14. What would you change about {Company}? {open text}

15. What should we keep doing? {open text}

16. What should we stop doing? {open text}

17. Would you recommend {Company} as a place to work? (Yes/No/Maybe)
    - Comments: {open text}

## Future

18. What are your plans for your next role? {open text}

19. Is there anything else you'd like to share? {open text}

---

**Interviewer Notes**: {Additional observations or context}

**Follow-up Actions**: {Any actions to take based on feedback}
```

## Policy Document Template

```markdown
# Policy: {Policy Name}

**Effective Date**: {Date}
**Last Updated**: {Date}
**Owner**: {Department/Role}
**Review Date**: {Next review date}

## Purpose

{Clear statement of why this policy exists}

## Scope

{Who this policy applies to — all employees, specific departments, etc.}

## Policy Statement

{Clear, specific policy statement}

## Procedures

### {Procedure 1}
{Step-by-step instructions}

### {Procedure 2}
{Step-by-step instructions}

## Responsibilities

- **Employees**: {What employees are responsible for}
- **Managers**: {What managers are responsible for}
- **HR**: {What HR is responsible for}

## Compliance

{Consequences of non-compliance, if applicable}

## Related Policies

- {Link to related policy 1}
- {Link to related policy 2}

## Questions or Concerns

{Who to contact with questions: HR, Legal, etc.}

## Approval

**Approved By**: {Name/Title}
**Date**: {Date}
```