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Performance Reviews Jobs (NOW HIRING)

Seatown

Sales Performance Manager

Seattle, WA

Review and update sales plans annually to align with company objectives * Monitor and improve key performance metrics such as close rate, average ticket, and customer satisfaction * Build and ...

The Fedcap Group

Performance Manager

Augusta, ME · On-site

$60K/yr

Conduct weekly data-informed supervisions and regular performance reviews to drive continuous improvement and staff development. * Collaborate with local leaders and program staff to develop ...

The Fedcap Group

Performance Manager

Sanford, ME · On-site

$60K/yr

Conduct weekly data-informed supervisions and regular performance reviews to drive continuous improvement and staff development. * Collaborate with local leaders and program staff to develop ...

The Fedcap Group

Performance Manager

Farmington, ME · On-site

$60K/yr

Conduct weekly data-informed supervisions and regular performance reviews to drive continuous improvement and staff development. * Collaborate with local leaders and program staff to develop ...

The Fedcap Group

Performance Manager

Machias, ME · On-site

$60K/yr

Conduct weekly data-informed supervisions and regular performance reviews to drive continuous improvement and staff development. * Collaborate with local leaders and program staff to develop ...

The Fedcap Group

Performance Manager

Sanford, ME · On-site

$60K/yr

Conduct weekly data-informed supervisions and regular performance reviews to drive continuous improvement and staff development. * Collaborate with local leaders and program staff to develop ...

The Fedcap Group

Performance Manager

Machias, ME · On-site

$60K/yr

Conduct weekly data-informed supervisions and regular performance reviews to drive continuous improvement and staff development. * Collaborate with local leaders and program staff to develop ...

The Fedcap Group

Performance Manager

Lewiston, ME · On-site

$60K/yr

Conduct weekly data-informed supervisions and regular performance reviews to drive continuous improvement and staff development. * Collaborate with local leaders and program staff to develop ...

The Fedcap Group

Performance Manager

Farmington, ME

$60K/yr

Conduct weekly data-informed supervisions and regular performance reviews to drive continuous improvement and staff development. * Collaborate with local leaders and program staff to develop ...

Fedcap

Performance Manager

Augusta, ME

$60K/yr

Conduct weekly data-informed supervisions and regular performance reviews to drive continuous improvement and staff development. * Collaborate with local leaders and program staff to develop ...

The Fedcap Group

Performance Manager

South Paris, ME · On-site

$60K/yr

Conduct weekly data-informed supervisions and regular performance reviews to drive continuous improvement and staff development. * Collaborate with local leaders and program staff to develop ...

The Fedcap Group

Performance Manager

South Paris, ME · On-site

$60K/yr

Conduct weekly data-informed supervisions and regular performance reviews to drive continuous improvement and staff development. * Collaborate with local leaders and program staff to develop ...

The Fedcap Group

Performance Manager

Augusta, ME

$60K/yr

Conduct weekly data-informed supervisions and regular performance reviews to drive continuous improvement and staff development. * Collaborate with local leaders and program staff to develop ...

The Fedcap Group

Performance Manager

Lewiston, ME

$60K/yr

Conduct weekly data-informed supervisions and regular performance reviews to drive continuous improvement and staff development. * Collaborate with local leaders and program staff to develop ...

Easterseals

Performance Manager

Sanford, ME

$60K/yr

Conduct weekly data-informed supervisions and regular performance reviews to drive continuous improvement and staff development. * Collaborate with local leaders and program staff to develop ...

The Fedcap Group

Performance Manager

Lewiston, ME · On-site

$60K/yr

Conduct weekly data-informed supervisions and regular performance reviews to drive continuous improvement and staff development. * Collaborate with local leaders and program staff to develop ...

The Fedcap Group

Performance Manager

Farmington, ME · On-site

$60K/yr

Conduct weekly data-informed supervisions and regular performance reviews to drive continuous improvement and staff development. * Collaborate with local leaders and program staff to develop ...

The Fedcap Group

Performance Manager

Augusta, ME · On-site

$60K/yr

Conduct weekly data-informed supervisions and regular performance reviews to drive continuous improvement and staff development. * Collaborate with local leaders and program staff to develop ...

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Performance Reviews information

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$32.5K

$68.2K

$112K

How much do performance reviews jobs pay per year?

As of Jul 13, 2026, the average yearly pay for performance reviews in the United States is $68,249.00, according to ZipRecruiter salary data. Most workers in this role earn between $51,000.00 and $83,000.00 per year, depending on experience, location, and employer.

What are the 7 job performance factors?

In performance reviews, the seven common job performance factors include quality of work, productivity, communication skills, teamwork, dependability, problem-solving ability, and adaptability. These factors help evaluate an employee's overall effectiveness and contribution to the organization.

What are the 5 C's of performance management?

The 5 C's of performance management are Clarity, Communication, Coaching, Consistency, and Consequences. These principles help managers and employees set clear expectations, provide ongoing feedback, and ensure accountability to improve performance. Applying these concepts supports effective performance reviews and development processes.

What is the difference between Performance Reviews vs Employee Evaluations?

AspectPerformance ReviewsEmployee Evaluations
PurposeAssess employee performance, set goals, provide feedbackComprehensive assessment of employee skills, competencies, and overall contribution
FrequencyTypically annual or semi-annualCan be ongoing or periodic, often annual
FocusPerformance metrics, goal achievementSkills, behaviors, overall job fit
ParticipantsManager and employeeManager, employee, HR (sometimes)

Performance Reviews primarily focus on evaluating recent work performance and setting future goals, while Employee Evaluations provide a broader assessment of skills and overall contribution. Both are essential HR tools but serve different purposes in employee development and organizational planning.

What companies pay you to do reviews?

Performance review roles are typically part of an employer’s internal HR or management team, and companies do not pay individuals externally to conduct reviews. Instead, employees receive performance evaluations from their supervisors or managers as part of their employment process. Some companies may hire external consultants or third-party firms to conduct independent reviews or assessments, but these are paid by the company, not by the individual performing the review.

What is a performance review for a job?

A performance review for a job is a formal assessment where an employee's work performance is evaluated by a supervisor or manager. It typically involves discussing achievements, areas for improvement, and setting goals, often using tools like performance metrics or feedback forms. These reviews help guide employee development and inform decisions about promotions, raises, or training needs.

What are performance reviews?

Performance reviews are formal assessments in which an employee's job performance is evaluated by their manager or supervisor, typically on an annual or semi-annual basis. These reviews provide feedback on an employee's strengths, areas for improvement, and overall contributions to the organization. Performance reviews often include goal setting, discussion of professional development opportunities, and can influence decisions about promotions, raises, or additional training. They serve as a structured way to align individual performance with organizational goals and foster employee growth.

How does the Performance Reviews role collaborate with managers and employees to ensure a fair evaluation process?

In a Performance Reviews role, collaboration with managers and employees is essential to ensure transparency and fairness throughout the evaluation process. Typically, this involves guiding managers on best practices for providing constructive feedback, helping them set measurable goals, and facilitating regular check-ins. The role may also include training sessions for both managers and employees to clarify expectations, address concerns, and standardize the review process across departments. By serving as a liaison and resource, professionals in this area help foster a culture of open communication and continuous improvement.

What are the key skills and qualifications needed to thrive in conducting Performance Reviews, and why are they important?

To excel in conducting Performance Reviews, you need strong analytical abilities, HR knowledge, and a solid understanding of employee evaluation frameworks, often supported by experience in human resources or management. Familiarity with performance management systems and HR software, such as Workday or SAP SuccessFactors, is typically required. Effective communication, objectivity, and active listening are crucial soft skills for delivering constructive feedback and fostering employee growth. These skills ensure fair, consistent, and motivating reviews that drive individual and organizational performance.
More about Performance Reviews jobs
What cities are hiring for Performance Reviews jobs? Cities with the most Performance Reviews job openings:
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What job categories do people searching Performance Reviews jobs look for? The top searched job categories for Performance Reviews jobs are:
Performance Reviews jobs near you
Infographic showing various Performance Reviews job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 88% Full Time, 10% Part Time, and 1% Contract. Highlights an 86% Physical, 1% Hybrid, and 13% Remote job distribution, with an average salary of $68,249 per year, or $32.8 per hour.
Chief Performance Analyst

Chief Performance Analyst

Chicago Public Schools

Chicago, IL • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 17 days ago

Job description

Chicago Public Schools (CPS) is a district on the rise, serving over 325,000 students in 500+ schools and employing over 45,000 people, most of them teachers. CPS has set ambitious goals to ensure that every student, in every school and every neighborhood, has access to a world-class learning experience that prepares each for success in college, career, and civic life. Aligned with our transformed philosophy, we are steadfastly focused on ensuring that the District provides resources equitably to support every student, every school, and every community. Six core values guide the work we do every day for our students - student-centered, whole child, equity, academic excellence, community partnership, and continuous learning. Each role in the district supports our vision that every student deserves a rigorous, joyful, and equitable learning experience.
The Office of Inspector General is the independent oversight body for Chicago's approximately 500 public, contract, and charter schools. The Office of Inspector General is charged with the responsibility of investigating allegations of waste, fraud, and financial mismanagement in public education within the jurisdiction of the Chicago Board of Education. The OIG's Performance Analysis Unit conducts data analysis and performance reviews to make recommendations and improvements to CPS programs and processes.
Job Summary:
Reporting to the Inspector General and Deputy Inspector General of the GIU, the Chief Performance Analyst leads the Performance Analysis Unit in conducting performance reviews, audits, and analyses of Chicago Public Schools operations. This role will deliver data-backed recommendations to improve district programs and operations. This is a full-time, exempt position that will be paid for time worked on a salary basis.
The Chief Performance Analyst will be held accountable for the following responsibilities:
  • Supervise, develop, and manage the performance of the Performance Analysis Unit conducting performance audits and operational reviews of Chicago Public Schools departments, programs, and schools, including the direct involvement and management of:
    • Plan, assign, and monitor the team's work
    • The collection of quantitative and qualitative data through methods such as fieldwork, interviews, and system data pulls
    • The analysis and interpretation of data to identify operational inefficiencies, program risks, and areas for improvement

  • Write, review and edit final reports to the Board detailing PAU performance reviews, ensuring that all findings and recommendations are logically sound, evidence-based, and compliant with office standards and Board policies
  • Establish, modify, and implement operating procedures and work standards for the Performance Analysis Unit; conduct formal performance evaluations of PAU staff
  • Collaborate with and assist senior investigative staff in conducting large-scale and/or complex investigations, as required
  • Other duties and workstreams as assigned

In order to be successful and achieve the above responsibilities, the Chief Performance Analyst must possess the following qualifications:
Education Required:
  • Bachelor's degree from an accredited college or university
  • Specialization in program evaluation, data analysis, or research methodology, strongly preferred
  • Advanced degree in public policy, public administration, criminal justice, law, or a related field preferred

Experience Required:
  • Minimum of five (5) years of work experience in conducting policy and performance reviews, program auditing, operations analysis, public policy research, K-12 oversight, and/or complex investigations
  • Professional experience leading projects and supervisory experience strongly preferred
  • Prior government or independent oversight body experience, preferred

Knowledge, Skills, and Abilities:
  • Ability to design and implementing data collection methods
  • Strong critical-thinking skills with a proven ability to analyze complex data and write clear, concise, and logical reports
  • Ability to prioritize tasks, manage shifting deadlines, and work independently while maintaining exceptional organization and attention to detail
  • Demonstrate high levels of professional integrity, honesty, and refined judgment, including a proven track record of handling highly sensitive and confidential information
  • Strong interpersonal skills with the ability to manage others, build collaborative relationships with diverse stakeholders, and communicate effectively across all levels
  • Strong working knowledge of data organization and collaboration tools, specifically Microsoft Office and Google Workspace

Benefits:
Health & Wellness: Your Care, Your Choice
CPS is committed to providing comprehensive health coverage to our employees and their eligible dependents. You'll have access to a variety of choices to best fit your needs:
Medical Plan Options
Pharmacy
Dental
Vision
Behavioral Health & EAP
Employee Wellness Program
Financial Security: Planning for Today and Tomorrow
We understand the importance of financial stability, which is why CPS offers strong retirement and savings options:
Basic Life Insurance
Life and Disability Insurance
Pension Plans
Supplemental Retirement Plans (403(b) and 457(b))
Flexible Spending Accounts (FSAs)
Spot Pet Insurance
Work-Life Balance: Supporting Your Personal and Professional Life
CPS values the well-being of its employees and offers competitive paid time off policies:
Paid Leave
Sick Leave
Vacation Days
Parental Leaves
Short-Term Disability
Religious Holidays
Leaves
Reference the Chicago Public Schools: A Comprehensive Benefits Overview or the benefits handbook for comprehensive details.
Conditions of Employment
As a condition of employment with the Chicago Public Schools (CPS), employees are required to:
  • Establish/Maintain Chicago Residency - Employees are required to live within the geographic boundaries of the City of Chicago within six months of their CPS hire date and maintain residency throughout their employment with the district. The Chicago residency requirement does not apply to temporary/part-time positions; however, all CPS employees must be residents of Illinois.

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