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3 Month Appraisal Form

3 Month Appraisal Form Template for Ireland

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Key Requirements PROMPT example:

3 Month Appraisal Form

"I need a 3 Month Appraisal Form for evaluating software developers in our Dublin office, with specific focus on technical competencies and project delivery metrics, to be implemented by March 2025."

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Document background
The 3 Month Appraisal Form is a crucial HR document used in Irish organizations to evaluate new employees during their initial employment period. This document serves as a formal record of performance assessment and is typically conducted at the end of the first three months of employment, though it may also be used for interim reviews. The form is designed to comply with Irish employment legislation, including the Unfair Dismissals Acts, Employment Equality Acts, and GDPR requirements. It captures essential information about employee performance, including achievement of initial objectives, demonstration of core competencies, and areas requiring development. The document plays a vital role in determining continued employment and helps identify any necessary support or training needs early in the employment relationship.
Suggested Sections

1. Employee Information: Basic details including employee name, position, department, start date, and reporting manager

2. Performance Period: Specific dates covering the 3-month review period

3. Core Competencies Assessment: Evaluation of key competencies required for the role, rated on a defined scale

4. Objectives Review: Assessment of progress against initial objectives set at the start of employment

5. Key Achievements: Specific accomplishments and contributions during the review period

6. Areas for Development: Identification of skills or competencies requiring improvement

7. Manager's Overall Assessment: Summary evaluation and recommendations regarding continued employment

8. Employee Comments: Space for employee to provide feedback and comments on the appraisal

9. Action Plan: Agreed steps for addressing development needs and future objectives

10. Sign-off Section: Signatures from employee, manager, and HR representative with dates

Optional Sections

1. Probation Extension Recommendation: Used when considering extending the probationary period, including justification and proposed duration

2. Training Requirements: Specific training needs identified during the review period

3. Project-Specific Performance: Used when employee has been involved in specific projects requiring separate evaluation

4. Peer Feedback Summary: Include when 360-degree feedback has been collected as part of the review process

5. Career Development Goals: Long-term career aspirations and development planning, used for employees showing strong potential

Suggested Schedules

1. Performance Rating Scale Guide: Detailed explanation of the rating system used in the assessment

2. Core Competencies Framework: Detailed descriptions of each core competency and expected behaviors

3. Initial Objectives Document: Copy of objectives set at the start of employment

4. Development Resource Guide: List of available training and development resources

5. HR Policies Reference: Relevant HR policies related to performance management and probation

Authors

Alex Denne

Head of Growth (Open Source Law) @ tiktok³ÉÈË°æ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co
Relevant legal definitions




















Clauses



















Relevant Industries

Technology

Financial Services

Healthcare

Manufacturing

Retail

Professional Services

Education

Telecommunications

Construction

Hospitality

Public Sector

Non-Profit

Media and Entertainment

Logistics and Transportation

Energy and Utilities

Relevant Teams

Human Resources

People Operations

Talent Management

Learning and Development

Employee Relations

Performance Management

Legal

Compliance

Senior Leadership

Relevant Roles

HR Manager

HR Director

HR Business Partner

Talent Management Specialist

Performance Management Coordinator

Department Manager

Team Leader

Supervisor

Line Manager

Operations Manager

Managing Director

CEO

Department Head

HR Administrator

People Operations Manager

Industries






Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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