Most VA relationships never have a formal performance review — which means performance issues simmer without resolution, strong performance goes unrecognized, and compensation conversations happen without a structured basis. A quarterly performance review takes 30–45 minutes and pays dividends in clarity, retention, and quality improvement.
See also: what is a virtual assistant, how to hire a virtual assistant, virtual assistant pricing.
Here is a complete template you can use immediately.
VA Performance Review Template
Review Period: [Month/Quarter] [Year] VA Name: Role: Review Date: Reviewer:
Part 1: Core Performance Metrics
Rate each area 1–5 (1 = needs significant improvement, 3 = meets expectations, 5 = exceeds expectations).
| Area | Rating (1–5) | Notes |
|---|---|---|
| Task completion rate | ||
| Quality of deliverables | ||
| Deadline reliability | ||
| Communication responsiveness | ||
| Proactive communication | ||
| Initiative and problem-solving | ||
| Accuracy and attention to detail | ||
| Following SOPs and processes | ||
| Openness to feedback |
Overall Rating: ___/5
Part 2: Specific Accomplishments
List 3–5 specific things the VA did well this period:
Be specific. "Handled the Monday campaign launch without any issues" is more useful than "did good work."
Part 3: Areas for Improvement
List 2–3 specific areas for improvement with concrete actions:
| Area | Current State | Target | How to Get There |
|---|---|---|---|
Part 4: Goals for Next Quarter
Set 3–5 measurable goals for the next review period:
-
Goal: [Specific, measurable outcome] By: [Date] How we'll measure: [Metric or evidence]
-
Goal: By: How we'll measure:
-
Goal: By: How we'll measure:
Part 5: Role Development
- Are there skills or tools the VA should develop this quarter?
- Are there tasks or responsibilities that should be added or removed from this role?
- Is the VA's current workload appropriate (too much / right level / could handle more)?
Part 6: Compensation Review
- Current rate: $___/hr
- Market rate for this role at this skill level: $___/hr
- Recommendation: No change / Increase to $___/hr effective [date]
- Rationale:
Conduct compensation reviews at least annually. VAs who receive no raises leave for better opportunities.
Part 7: VA's Feedback
Ask the VA to answer these questions before the review (async):
- What did you feel went well this period?
- What was your biggest challenge?
- What would help you do your job better?
- Is there anything about how we work together you would change?
- What skills would you like to develop?
Part 8: Summary and Agreement
Summary statement (2–3 sentences capturing overall performance and direction):
Agreed priorities for next quarter:
Signature / Acknowledgment: [VA confirms review was received and discussed]
How to Run the Review
- Send the template to the VA 3 days before the review — ask them to complete Part 7 in advance
- Complete Parts 1–3 yourself before the meeting
- Run the meeting as a conversation, not a presentation — share your ratings and ask for their perspective
- Agree on next quarter goals together — goals with shared buy-in are more likely to be achieved
- Document the final review in your shared operations folder
Virtual Assistant VA places VAs who welcome structured feedback and performance frameworks. Find a candidate who brings professional accountability to a long-term placement.