The Employee Coaching Form serves as a crucial document in Irish workplace settings, designed to facilitate structured coaching conversations and document employee development progress. It is typically used during formal coaching sessions, performance reviews, or targeted skill development initiatives. The form ensures compliance with Irish employment law, including the Employment Equality Acts 1998-2015 and Data Protection Act 2018, while providing a framework for constructive feedback and development planning. It captures essential information such as performance goals, action plans, and agreed-upon development strategies, serving both as a practical coaching tool and a formal record of employee development efforts. The document is particularly valuable for maintaining consistency in coaching approaches across an organization and providing documentation that may be necessary for HR purposes or legal compliance.
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1. Employee Information: Basic details including employee name, ID, department, position, and length of service
2. Coach Information: Details of the coach/supervisor conducting the coaching session
3. Session Details: Date, time, location, and type of coaching session (scheduled/impromptu)
4. Areas for Development: Specific skills, behaviors, or performance aspects being addressed
5. Current Performance Assessment: Objective evaluation of current performance level in targeted areas
6. Goals and Objectives: SMART goals agreed upon during the coaching session
7. Action Plan: Specific steps, resources, and timeline for achieving identified goals
8. Follow-up Plan: Schedule for progress reviews and milestone checks
9. Signatures and Acknowledgment: Space for both employee and coach to sign, confirming their understanding and commitment
1. Previous Coaching History: Summary of past coaching sessions and outcomes - include if this is a follow-up session
2. Performance Metrics: Specific KPIs or measurement criteria - include if coaching is related to quantifiable performance targets
3. Resource Requirements: Additional training, tools, or support needed - include if specific resources are required
4. Workplace Accommodations: Any necessary adjustments or supports - include if relevant to disability or health considerations
5. Third Party Involvement: Details of other stakeholders involved - include if HR, union representatives, or external coaches are involved
1. Coaching Timeline: Detailed schedule of coaching milestones and review dates
2. Skills Assessment Matrix: Detailed evaluation criteria and scoring framework for specific skills
3. Training Resources: List of available training materials, courses, or resources relevant to development areas
4. Progress Tracking Form: Template for monitoring progress between coaching sessions
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Healthcare
Manufacturing
Retail
Professional Services
Education
Public Sector
Telecommunications
Construction
Hospitality
Pharmaceutical
Transportation
Energy
Non-Profit
Relevant Teams
Human Resources
Learning & Development
People Operations
Talent Management
Professional Development
Operations
Department Management
Executive Leadership
Employee Relations
Training & Development
Relevant Roles
HR Manager
Learning & Development Specialist
Department Head
Team Leader
Line Manager
Performance Coach
Training Coordinator
Talent Development Manager
Operations Manager
Project Manager
Supervisor
Department Director
Chief Human Resources Officer
Professional Development Specialist
Employee Relations Manager
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