The Probation Review document is a critical tool in Hong Kong's employment framework, designed to formally assess and document an employee's performance during their probationary period. It is typically used at the end of a pre-determined probation period (usually 3-6 months) or at specified intervals during longer probationary periods. The document must comply with Hong Kong's Employment Ordinance (Cap. 57) and related employment legislation, including anti-discrimination laws. It serves multiple purposes: evaluating the employee's suitability for permanent employment, documenting performance and conduct, providing feedback, and recording the final decision regarding the employee's status. The review process and documentation are essential for both legal compliance and maintaining clear employment records.
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1. Employee Information: Employee's full name, position, department, employee ID, and date of joining
2. Review Period: Specific dates covering the probation period under review
3. Performance Assessment: Detailed evaluation of performance against job requirements and KPIs
4. Attendance and Punctuality: Record of attendance, punctuality, and any related issues during probation
5. Conduct and Attitude: Assessment of work attitude, team collaboration, and professional conduct
6. Skills and Competencies: Evaluation of technical and soft skills demonstrated during probation
7. Review Outcome: Clear statement of whether probation is confirmed, extended, or terminated
8. Next Steps: Specific actions required, including any changes to employment terms
1. Training Completion: Details of required training programs completed during probation - include when specific training was part of probation requirements
2. Extension Details: Specific terms and duration of probation extension - include only if probation is being extended
3. Salary Adjustment: Details of any salary changes post-probation - include if there are changes to compensation
4. Performance Improvement Plan: Specific areas requiring improvement and action plan - include if performance issues exist
5. Project Contributions: Specific projects and achievements during probation - include for technical or project-based roles
1. Performance Metrics Summary: Detailed breakdown of performance scores across different evaluation criteria
2. Job Competency Assessment: Detailed evaluation against specific job competency requirements
3. Training Record: List of training sessions attended and completed during probation
4. Updated Employment Terms: If applicable, documentation of any changes to employment terms post-probation
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Healthcare
Education
Hospitality
Construction
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Media and Entertainment
Real Estate
Telecommunications
Non-Profit
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Relevant Teams
Human Resources
Legal
Compliance
Operations
Management
Employee Relations
Talent Management
Training and Development
Relevant Roles
HR Director
HR Manager
Department Manager
Team Leader
Supervisor
Line Manager
HR Business Partner
HR Executive
Operations Manager
General Manager
Chief Human Resources Officer
Talent Management Specialist
Employee Relations Manager
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