How to Use the AV Technician Performance Review Template
Recording your performance reviews in Pilla means every assessment, objective, and development conversation is captured in one place. Instead of paper forms that get filed and forgotten, you build a continuous record that connects to one-to-one notes, tracks progress against objectives, and gives both you and your AV technician a clear reference point. When pay or progression decisions come up, the evidence is already documented.
Key Takeaways
- Metrics to Review checklist ensures you gather event technical success rate, equipment uptime, client feedback, and troubleshooting data before writing anything
- Previous Objectives Review documents what was achieved, partially achieved, not achieved, or blocked since the last review
- Technical Competencies assessment covers technical setup, live event operation, troubleshooting, equipment maintenance, and client interaction with Exceeds/Meets/Below descriptors
- Behavioural Competencies assessment covers reliability, composure, communication, and learning
- Compliance and Standards confirms electrical safety, manual handling, fire safety, and data security
- Key Achievements and Development Areas use specific evidence, dates, and measurable outcomes
- Objectives for Next Period sets SMART targets covering operational performance and career development
- Overall Assessment selects Exceeds, Meets, or Below expectations as a holistic rating
- Meeting Notes and Review Summary capture the review conversation and agreed next steps
Article Content
Why structured AV technician performance reviews matter
Your AV technician is the invisible infrastructure behind every successful event. A well-written performance review helps them understand exactly where they stand, what they're doing well, and what they need to work on. Unlike quick feedback after an event, a formal review creates a record, sets clear expectations, and connects their performance to career progression.
This template walks you through a complete performance review: gathering evidence, assessing competencies, documenting achievements and development areas, setting objectives, and recording the review meeting. Each section is designed to produce a fair, evidence-based assessment that both you and your AV technician can reference throughout the next review period.
Metrics to Review
Metrics to Review
Review objectives set at the last performance review. Note which were achieved, partially achieved, not achieved, or blocked.
Before writing any assessment, gather data on each of these metrics. Tick each one as you collect the information. Having the numbers in front of you prevents vague feedback and ensures your assessment is grounded in evidence.
Event technical success rate — Review all events during the period and calculate the percentage that ran without technical issues. Distinguish between issues caused by equipment failure, setup errors, client-provided equipment, and external factors. A technician with a 95% success rate across 40 events is performing well — but the 5% matters too. Look at whether failures were preventable.
Equipment uptime — Track how much of your AV equipment was operational throughout the period. Include planned maintenance downtime versus unplanned failures. An AV technician who keeps equipment uptime above 98% through preventive maintenance is managing their inventory well. One who's constantly firefighting equipment failures may need better maintenance processes or replacement equipment.
Client feedback (technical) — Collect post-event feedback specifically about technical performance. Did clients comment on sound quality, projection clarity, lighting, or streaming reliability? Positive feedback about seamless technical delivery is valuable evidence. Negative feedback should be analysed for root cause — was it the technician, the equipment, or the brief?
Troubleshooting success — Review incidents where something went wrong during an event and how the technician responded. Did they resolve issues quickly and invisibly? Did they have effective backup plans? Did their troubleshooting prevent guest-visible failures? Speed and effectiveness of troubleshooting under pressure is one of the most telling performance indicators.
Customisation tips:
- For venues with hybrid event capabilities, add streaming quality and remote participant satisfaction
- For venues with complex lighting rigs, add lighting design quality and setup accuracy
- For venues hosting high-profile corporate events, add client relationship management scores
- Don't rely on a single metric — a technician with high success rates but poor equipment maintenance is storing up future failures
Previous Objectives Review
Review objectives set at the last performance review. Note which were achieved, partially achieved, not achieved, or blocked.
Pull up the objectives from the last performance review. For each one, document whether it was:
- Achieved: They met or exceeded the target — note the evidence
- Partially achieved: Progress made but not complete — note what was done and what remains
- Not achieved: No meaningful progress — understand why before judging
- Blocked: External factors prevented progress — training budget cut, equipment purchase delayed, venue changes
Be honest about blocked objectives. If you promised to fund a manufacturer certification or replace failing equipment and didn't, that's not their failure. Acknowledging your own gaps builds trust and makes the review feel fair.
If this is their first review and no previous objectives exist, note that and use this section to document the baseline you're measuring from going forward.
Technical Competencies
Technical Competencies
Record your rating and evidence for each technical competency. Use specific examples and data.
Assess each competency based on observed behaviour over the full review period — not just the last two weeks. Tick each competency as you assess it.
| Competency | Exceeds expectations | Meets expectations | Below expectations |
|---|---|---|---|
| Technical setup | Sets up complex configurations flawlessly, tests every connection, anticipates client needs, room is ready well before event start | Completes setup accurately for standard events, tests main systems, occasional minor adjustments needed at event start | Setup incomplete or rushed, connections untested, issues discovered during event, client equipment not properly integrated |
| Live event operation | Manages sound, lighting, and projection seamlessly during events, makes invisible adjustments, anticipates problems before they affect the audience | Monitors systems during events, responds to issues promptly, maintains acceptable quality throughout | Slow to notice problems, audio issues persist, projection quality drops, visible technical difficulties during events |
| Troubleshooting | Diagnoses and resolves issues within minutes, has backup plans for every scenario, clients never know there was a problem | Resolves most issues effectively, escalates appropriately when needed, reasonable recovery time | Struggles to diagnose issues, takes too long to resolve, no backup plans, visible impact on events |
| Equipment maintenance | Proactive maintenance schedule, equipment always in top condition, tracks usage hours, flags replacements before failures | Follows maintenance routine, equipment generally well-maintained, reports issues when noticed | Reactive maintenance only, equipment deteriorates between events, failures that could have been prevented |
| Client interaction | Professional and reassuring with clients, explains technical options clearly, builds confidence, clients request them specifically | Polite and helpful with clients, answers questions, communicates setup requirements | Dismissive or overly technical with clients, poor communication about requirements, creates anxiety rather than confidence |
Avoiding common rating errors:
- Recency bias: Check your notes from three months ago. Did they deliver a flawless conference season that's now overshadowed by one recent issue?
- Halo effect: Brilliant troubleshooting doesn't mean excellent client interaction. Rate each competency separately.
- Central tendency: Not everyone "meets expectations." If they're exceptional at troubleshooting, say so. If they're struggling with maintenance, say that too.
Customisation tips:
- For venues with streaming capabilities, add live streaming management as a separate competency
- For venues with complex lighting rigs, add lighting design and programming
- For venues where the AV technician manages external suppliers, add vendor management
Record your rating and evidence for each technical competency. Use specific examples and data.
For each competency, record your rating (Exceeds, Meets, or Below) with specific evidence. Use dates, numbers, and examples rather than general impressions.
Example phrases:
"[Name] achieved a 98% event technical success rate across 45 events during the review period, with the only failure caused by a client-provided laptop incompatibility."
"[Name]'s equipment maintenance needs improvement — the main projector failed during the CEO conference on 12th March due to a bulb that had exceeded its rated hours without replacement."
"[Name] resolved a complete audio system failure during the charity gala on 8th February within 4 minutes by switching to the backup wireless system, with no guest-visible disruption."
"[Name] struggled with client interaction during the hybrid conference series — received two complaints about unclear technical instructions and a dismissive tone when explaining setup limitations."
Behavioural Competencies
Behavioural Competencies
Record your rating and evidence for each behavioural competency. Use specific examples.
Assess each behavioural competency across the full review period.
| Competency | Exceeds expectations | Meets expectations | Below expectations |
|---|---|---|---|
| Reliability | Never late for setup, always prepared, stays until teardown is complete, covers events at short notice without complaint | Punctual for setup, prepared for events, reasonable flexibility with schedule changes | Late for setup, events started with incomplete setup, unavailable for short-notice events, leaves before teardown |
| Composure | Stays calm under extreme pressure, manages live event failures without visible stress, reassures clients and colleagues during crises | Handles normal pressure well, occasional stress during high-profile events, recovers quickly | Panics during technical failures, stress visible to clients, creates anxiety in the team during live events |
| Communication | Proactively communicates setup requirements, provides clear technical briefs to coordinators, updates management on equipment status without being asked | Responds to questions, provides necessary information, communicates issues when they arise | Poor communication about requirements, doesn't flag issues until they become crises, unclear technical explanations |
| Learning | Actively seeks new technology knowledge, attends training independently, brings new ideas back to the venue, teaches colleagues | Learns new equipment when required, adapts to technology changes, asks useful questions | Resistant to new technology, struggles with unfamiliar equipment, doesn't invest in staying current |
Record your rating and evidence for each behavioural competency. Use specific examples.
Record your rating and evidence for each behavioural competency using specific examples.
Example phrases:
"[Name] remained completely composed when the main screen failed 5 minutes before the CEO's keynote on 14th November, switching to the backup system while calmly explaining the situation to the client."
"[Name] proactively completed the Crestron programming certification during the review period, bringing new automation capabilities to the venue's conference rooms."
"[Name] arrived late for setup on three occasions during the review period, resulting in rushed equipment testing and a visible scramble before the Henderson Corp conference."
Compliance and Standards
Compliance and Standards
Record any compliance concerns, training needs, or positive observations.
Confirm each compliance area has been assessed. Any gaps must be addressed immediately — compliance is pass/fail, not a development area to work on gradually.
Electrical safety — Do they follow PAT testing schedules? Are cables managed safely during events — no trip hazards, proper grounding, correct load management? Do they understand the risks of working with high-voltage equipment? Electrical safety in event spaces affects everyone in the room.
Manual handling — Do they lift and move heavy equipment safely? Are they using proper techniques and equipment for heavy items like speakers, screens, and lighting rigs? Do they seek help when needed rather than risking injury? Manual handling is a significant risk in AV work.
Fire safety — Do they know the evacuation procedure for each event space? Are their setups compliant with fire exit requirements? Do cables and equipment avoid blocking fire routes? Can they manage a safe evacuation during a live event if needed?
Data security — Do they handle client presentations and data appropriately? Are client files deleted after events? Do they understand confidentiality requirements for corporate events? Data security breaches during corporate events have serious reputational and legal consequences.
Record any compliance concerns, training needs, or positive observations.
Record any compliance concerns, training gaps, or positive observations. If any area is below standard, document the required action and timeline for resolution. Note any compliance training completed during the review period.
Key Achievements
Document 3-5 specific achievements with evidence, dates, and measurable outcomes.
Document 3-5 specific achievements with evidence, dates, and measurable outcomes. Achievements should be things that went beyond basic job requirements — moments where this AV technician created particular value.
How to write strong achievement statements:
- Be specific: dates, numbers, names, outcomes
- Show impact: events improved, problems prevented, client satisfaction increased
- Use their contribution, not the team's: what did they do?
Example phrases:
"[Name] delivered flawless technical support for the 500-person annual awards ceremony on 6th December, managing 12 wireless microphones, live streaming to 200 remote participants, and coordinating with the external lighting provider."
"[Name] designed and implemented a new hybrid meeting setup that reduced configuration time from 45 minutes to 15 minutes, now used as the standard for all corporate events."
"[Name] identified a recurring audio feedback issue in Conference Room B and resolved it by repositioning the speaker array, eliminating a problem that had affected events for six months."
"[Name] achieved 100% equipment uptime during the review period through a preventive maintenance programme they designed and implemented independently."
"[Name] received specific positive feedback from 8 clients during the review period, with three requesting them by name for future events."
Customisation tips:
- For venues with streaming capabilities, achievements might include streaming quality improvements or remote participant satisfaction
- For venues hosting high-profile events, focus on VIP event delivery and crisis management
- For new AV technicians in their first review, acknowledge the learning curve and highlight improvement trajectory
Development Areas
Document 2-3 development areas with specific evidence and improvement actions.
Document 2-3 development areas with specific evidence. Each development area should link to a concrete improvement action — not just a label.
How to write constructive development feedback:
- Focus on behaviour and outcomes, not personality
- Use specific evidence: dates, observations, data
- Connect each area to an action or opportunity
- Be direct but fair — vague feedback helps nobody
Example phrases:
"[Name]'s preventive maintenance needs improvement — the wireless microphone battery failure during the Smith wedding on 18th January was preventable with regular battery testing."
"[Name] struggled with client communication during the hybrid conference series — two clients reported feeling dismissed when asking about technical limitations."
"[Name]'s setup times for complex configurations need improvement — the annual conference required 30 minutes of additional setup during the event itself."
"[Name] needs to develop stronger troubleshooting skills for streaming technology — three hybrid events experienced audio quality issues that took over 10 minutes to resolve."
Objectives for Next Period
Write SMART objectives for the next review period. Include both operational targets and development goals.
Set 3-5 SMART objectives (Specific, Measurable, Achievable, Relevant, Time-bound) that connect to both the development areas above and their career interests.
Operational target examples:
"Achieve 99% event technical success rate over the next review period by implementing pre-event equipment testing checklists for every event type."
"Reduce average setup time for hybrid events from 45 minutes to 25 minutes by end of Q2 through standardised configurations and cable management improvements."
"Maintain 100% equipment uptime through a preventive maintenance schedule with monthly audits and quarterly deep-cleans."
Development goal examples:
"Complete the manufacturer certification for the venue's primary AV control system by end of June to unlock advanced programming capabilities."
"Attend at least two industry events or trade shows during the review period to stay current with AV technology developments."
"Lead the AV setup and teardown for at least 5 events without supervision to demonstrate readiness for senior technician responsibilities."
Connecting objectives to career progression:
| Current role | Typical next step | What to assess |
|---|---|---|
| AV Technician | Senior AV Technician / AV Manager | Complex event management, budget awareness, client relationship skills, team leadership, technology strategy |
If they want to move into AV management, include client-facing and budget management objectives. If they want to stay hands-on technical, focus on equipment mastery and certification goals. Set targets that stretch but don't break.
Overall Assessment
Select the overall performance rating based on the full assessment.
Record the discussion from the review meeting, including their response and any context they provide.
Select the overall performance rating based on the full assessment. This is a holistic judgement, not a simple average of individual competency ratings.
Exceeds expectations — Consistently performs above the standard required. Demonstrates excellence across most competencies, makes a measurable positive impact on event quality and client satisfaction, and is developing skills beyond their current role. This AV technician is a genuine asset who raises the standard for venue events.
Meets expectations — Reliably performs the role to the required standard. Manages events competently, maintains equipment properly, and contributes positively to event delivery. Development areas exist but don't undermine overall effectiveness. This is solid, dependable performance.
Below expectations — Performance falls short of the required standard in one or more significant areas. Development areas are affecting event quality, equipment reliability, or client satisfaction. Improvement is needed with clear support and timelines.
Be honest. Rating everyone as "Meets expectations" helps nobody. If they're exceptional, recognise it. If they're struggling, name it — with the support plan to address it.
Meeting Notes
Record the discussion from the review meeting, including their response and any context they provide.
Schedule at least 45 minutes for the review conversation — 30 for discussion, 15 for buffer. Meet outside event hours in a private space.
How to conduct the meeting:
Give them the written review to read for 5-10 minutes. Don't hover — get them a drink and let them absorb it privately. When they've read it, ask: "What are your thoughts? Does this feel fair?" Then listen. Don't defend immediately — understand their perspective first.
If they raise valid points, amend the document. If you noted "equipment maintenance needs improvement" but they explain the maintenance budget was cut and replacement parts were delayed, that context matters — add it. If you disagree, explain your reasoning calmly with data.
The goal is a document both parties consider fair and accurate — not necessarily one they're delighted about.
What to record: Their response to each section, any context they provided that changes your assessment, points of agreement and disagreement, and their reaction to the objectives set.
Review Summary
Summarise agreed actions, amendments made during the meeting, and next steps.
Summarise the agreed outcome: amendments made during the meeting, final objectives confirmed, next steps, and when objective check-ins will happen.
Both parties should sign and date the final document. Give them a copy. The signature means "I have read and understood this review" — not necessarily "I agree with everything."
Follow-through matters: Schedule brief objective check-ins in your regular one-to-ones. "How's the certification course going?" and "I noticed the hybrid setup times are improving — what's changed?" keep objectives alive rather than letting them gather dust until the next formal review.
Be transparent about how this review connects to pay and progression decisions. If performance reviews influence pay rises, say so — now, not at the next review.
What's next
Performance reviews are most effective when they connect to ongoing one-to-one conversations. The evidence you need for a fair review should already exist in your one-to-one notes.
- Read our AV Technician one-to-one guide for how to run the conversations that feed into this review
- Check out our AV Technician job description for the full scope of responsibilities
- See our AV Technician onboarding guide if you're reviewing someone still in their first 90 days