The Senior Management Performance Review document serves as a critical tool for evaluating and documenting the performance of high-level executives within organizations operating in Hong Kong. It is typically used annually or bi-annually to assess senior management against predetermined objectives, corporate goals, and leadership expectations. The document is structured to comply with Hong Kong employment laws, including the Employment Ordinance (Cap. 57) and Personal Data (Privacy) Ordinance (Cap. 486), while incorporating best practices in performance management. It provides a formal framework for reviewing strategic contribution, operational effectiveness, leadership capabilities, and achievement of business objectives, serving as a basis for compensation decisions, development planning, and succession management.
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1. Review Period and Employee Information: Specifies the time period covered by the review and basic information about the senior manager being evaluated
2. Performance Metrics Overview: Outlines the key performance indicators (KPIs) and evaluation criteria used for assessment
3. Quantitative Performance Assessment: Evaluation of measurable targets, financial metrics, and operational KPIs
4. Leadership and Management Assessment: Evaluation of leadership capabilities, team management, and organizational impact
5. Strategic Contribution: Assessment of contribution to company strategy, innovation, and long-term business goals
6. Stakeholder Management: Evaluation of relationships with internal and external stakeholders
7. Core Competencies Evaluation: Assessment of key professional and managerial competencies
8. Overall Performance Rating: Final performance rating and summary of achievements
9. Development Plan: Identified areas for improvement and professional development goals
10. Acknowledgment and Signatures: Space for reviewer and employee signatures, dates, and any comments
1. Bonus and Compensation Review: Include when performance review is directly linked to compensation decisions
2. 360-Degree Feedback Summary: Include when feedback has been collected from multiple stakeholders
3. Project-Specific Evaluation: Include when specific major projects need detailed evaluation
4. Risk Management Assessment: Include for roles with significant risk management responsibilities
5. International Performance Metrics: Include for roles with global or regional responsibilities
6. Innovation and Change Management: Include for roles focused on organizational transformation
7. Succession Planning Notes: Include when discussing career progression and succession planning
1. Schedule A - Performance Metrics Details: Detailed breakdown of all KPIs and their measurement criteria
2. Schedule B - Achievement Evidence: Supporting documentation and evidence of key achievements
3. Schedule C - Development Resources: List of recommended training, development programs, and resources
4. Appendix 1 - Performance Rating Scale: Detailed explanation of the rating system and criteria for each level
5. Appendix 2 - Competency Framework: Detailed description of required competencies for the role
6. Appendix 3 - Previous Review Summary: Summary of previous performance review for progress tracking
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Banking
Insurance
Technology
Real Estate
Manufacturing
Professional Services
Retail
Healthcare
Education
Telecommunications
Logistics
Hospitality
Construction
Energy
Relevant Teams
Human Resources
Legal
Executive Office
Board Secretariat
Corporate Governance
Performance Management
Talent Development
Compensation & Benefits
Internal Audit
Risk Management
Relevant Roles
Chief Executive Officer
Chief Financial Officer
Chief Operating Officer
Chief Technology Officer
Managing Director
Executive Director
Regional Director
Head of Department
General Manager
Senior Vice President
Vice President
Director of Operations
Country Manager
Division Head
Senior Partner
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