The Evaluation Form For Employees serves as a standardized tool for conducting and documenting employee performance reviews in accordance with Hong Kong employment regulations. This document is typically used during annual, semi-annual, or quarterly performance reviews to assess employee achievements, set future goals, and plan professional development. It includes sections for performance metrics, competency evaluation, goal setting, and feedback, ensuring compliance with Hong Kong's Employment Ordinance and anti-discrimination laws. The form should be completed as part of the formal performance review process and maintained in employee records as required by Hong Kong employment legislation. It serves as both a performance management tool and a legal record of employee assessment and development planning.
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1. Employee Information: Basic details including employee name, ID, department, position, and period under review
2. Performance Metrics: Standard evaluation criteria including job knowledge, quality of work, productivity, reliability, and initiative
3. Core Competencies Assessment: Evaluation of key competencies such as communication, teamwork, problem-solving, and leadership skills
4. Goals Achievement: Review of goals set in previous evaluation period and extent of their achievement
5. Overall Performance Rating: Summary rating scale (e.g., 1-5 or Outstanding to Unsatisfactory) with clear rating definitions
6. Future Goals and Development: Setting new objectives and development plans for the next review period
7. Comments and Feedback: Sections for both evaluator and employee comments
8. Acknowledgment: Signatures of employee, evaluator, and HR representative with dates
1. Attendance Record: Optional section for documenting attendance, punctuality, and leave record when relevant to performance evaluation
2. Project-Specific Evaluation: For employees involved in specific projects during the review period
3. Technical Skills Assessment: Detailed evaluation of technical skills for positions requiring specific technical competencies
4. Language Proficiency: Assessment of language skills for positions requiring multiple language capabilities
5. Client/Customer Feedback: For customer-facing roles where client feedback is relevant
6. Safety Compliance: For roles where safety protocols are critical
7. Innovation and Creativity: For roles where creative thinking and innovation are key performance indicators
1. Performance Rating Scale Guide: Detailed descriptions of each performance rating level and criteria for assessment
2. Competency Framework: Detailed breakdown of competencies and their assessment criteria
3. Development Resources: List of available training programs and development resources
4. Job Description: Current job description against which performance is evaluated
5. Previous Evaluation Summary: Summary of last evaluation period's ratings and goals
6. Performance Improvement Plan Template: Standard template for documenting specific improvement needs and action plans
Authors
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Manufacturing
Retail
Healthcare
Education
Professional Services
Construction
Hospitality
Logistics
Real Estate
Telecommunications
Media and Entertainment
Public Sector
Non-Profit Organizations
Relevant Teams
Human Resources
People Operations
Talent Management
Learning and Development
Performance Management
Employee Relations
Organizational Development
HR Operations
Talent Acquisition
Personnel Administration
Relevant Roles
Human Resources Manager
HR Director
HR Business Partner
Performance Management Specialist
Talent Development Manager
Department Manager
Team Leader
Supervisor
Division Head
Chief Human Resources Officer
HR Coordinator
Training Manager
Organizational Development Manager
Employee Relations Manager
HR Operations Manager
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