The General Performance Evaluation Form is essential for organizations operating in Hong Kong to maintain consistent and fair employee assessment practices. This document is typically used during regular performance reviews (annual, semi-annual, or quarterly) to evaluate employee performance, document achievements, set future goals, and identify development opportunities. It is designed to comply with Hong Kong's employment legislation, including the Employment Ordinance (Cap. 57) and various anti-discrimination ordinances. The form captures crucial information about employee performance metrics, competencies, and development plans while ensuring data privacy compliance under the Personal Data (Privacy) Ordinance. It serves as an official record of performance discussions and can be referenced for employment decisions, professional development planning, and succession management.
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1. Employee Information: Basic details including employee name, ID, department, position, and review period
2. Performance Metrics: Key performance indicators and objectives being evaluated
3. Rating Scale Definition: Clear explanation of the rating system used (e.g., 1-5 scale, descriptions of each level)
4. Core Competencies Assessment: Evaluation of fundamental skills and behaviors required for the role
5. Goals Achievement: Assessment of performance against previously set goals and targets
6. Overall Performance Rating: Summary evaluation combining all assessment areas
7. Comments and Feedback: Section for detailed comments from the evaluator
8. Development Plan: Future goals and areas for improvement
9. Acknowledgment: Signatures of employee, evaluator, and HR representative with dates
1. Self-Assessment: Section for employee to provide their own performance evaluation, useful for organizations promoting two-way dialogue
2. Project-Specific Evaluation: Additional section for evaluating specific projects or initiatives, relevant for project-based roles
3. 360-Degree Feedback Summary: Section incorporating feedback from peers, subordinates, and other stakeholders, suitable for management positions
4. Technical Skills Assessment: Detailed evaluation of role-specific technical capabilities, important for technical positions
5. Language Proficiency: Assessment of language skills, particularly relevant for customer-facing or international roles
6. Sales/Revenue Metrics: Specific section for sales performance and revenue generation, applicable for sales roles
7. Safety and Compliance: Additional evaluation of safety protocols and regulatory compliance, crucial for industrial or regulated sectors
1. Schedule A - Rating Scale Guide: Detailed guide explaining the rating scale with examples for each level
2. Schedule B - Core Competencies Framework: Detailed descriptions of each core competency and expected behaviors
3. Schedule C - Goal Setting Template: Template for documenting specific, measurable goals for the next review period
4. Appendix 1 - Performance Improvement Plan Template: Standard template for documenting specific improvement actions when needed
5. Appendix 2 - Development Resources: List of available training and development resources
6. Appendix 3 - Job Description: Current job description against which performance is evaluated
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