The Mid Year Review Form is a fundamental HR document used in Hong Kong organizations to conduct formal performance evaluations halfway through the annual review cycle. This document is typically implemented between annual reviews to track progress, adjust objectives if necessary, and identify any performance issues or development needs early enough for corrective action. The form must comply with Hong Kong's Employment Ordinance and Personal Data (Privacy) Ordinance, ensuring proper documentation of employee performance while protecting sensitive personal information. It serves as both a performance tracking tool and a legal record of employee development discussions, incorporating elements of goal achievement, competency assessment, and future development planning.
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1. Employee Information: Basic details including employee name, position, department, employee ID, review period, and immediate supervisor
2. Performance Objectives Review: Assessment of progress against previously set objectives and KPIs from the start of the year
3. Core Competencies Assessment: Evaluation of key competencies required for the role (e.g., technical skills, leadership, communication, teamwork)
4. Achievement Summary: Overview of key accomplishments and contributions during the review period
5. Areas for Development: Identification of skills or competencies that need improvement
6. Action Plan: Specific steps and timeline for addressing development areas and achieving remaining objectives
7. Overall Performance Rating: Standardized rating scale assessment of overall performance
8. Comments Section: Space for both employee and manager to provide additional comments and feedback
9. Acknowledgment: Signatures of employee, reviewer, and HR representative with dates
1. Project-Specific Evaluation: Additional section for employees involved in specific projects during the review period
2. Leadership Competencies: Section specifically for managers or employees in leadership positions
3. Career Development Goals: Discussion of long-term career aspirations and development opportunities
4. Cross-Functional Performance: Evaluation of performance across different departments or teams, if applicable
5. Training Recommendations: Specific training or development programs recommended for the employee
1. Performance Rating Scale Guide: Detailed explanation of the rating system and criteria for each performance level
2. Competency Framework: Detailed descriptions of each core competency and expected behaviors
3. Original Objectives: Copy of objectives set at the beginning of the review period
4. Development Resource List: Available training programs, courses, and development resources
5. Previous Review Summary: Brief summary of the last performance review for reference
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Manufacturing
Retail
Healthcare
Education
Professional Services
Construction
Hospitality
Telecommunications
Real Estate
Legal Services
Media and Entertainment
Transportation and Logistics
Energy and Utilities
Relevant Teams
Human Resources
Finance
Operations
Information Technology
Sales
Marketing
Legal
Research and Development
Customer Service
Administration
Product Development
Quality Assurance
Business Development
Strategy
Compliance
Relevant Roles
Chief Executive Officer
Managing Director
Department Manager
Team Leader
Senior Executive
Executive
Associate
Analyst
Administrator
Coordinator
Specialist
Officer
Assistant
Supervisor
Director
Vice President
Senior Manager
Project Manager
Technical Lead
Human Resources Manager
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