This document serves as the primary framework for Conducting Performance Appraisal processes within organizations operating under Maltese jurisdiction. It is designed to ensure that performance evaluations are conducted fairly, transparently, and in compliance with relevant legislation, including the Employment and Industrial Relations Act and Data Protection Act of Malta, as well as EU regulations. The document should be implemented when establishing or updating performance management systems, providing clear guidelines for evaluators and protecting both employer and employee interests. It includes essential components such as evaluation criteria, rating systems, documentation requirements, and appeal procedures, while ensuring alignment with Maltese employment law requirements regarding fair treatment and data protection.
Conducting Performance Appraisal for Malta
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Key Requirements PROMPT example:
Conducting Performance Appraisal
"I need a Conducting Performance Appraisal document for our iGaming company based in Malta, which should include provisions for remote workers across the EU and specific KPIs for the gaming industry, to be implemented by March 2025."
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1. Purpose and Scope: Defines the objectives of the performance appraisal process and identifies who is covered by the policy
2. Definitions: Clear definitions of key terms used throughout the document including 'performance metrics', 'evaluation period', 'assessor', and 'appraisee'
3. Legal Framework: Reference to relevant Maltese employment laws and EU regulations governing performance evaluations
4. Frequency and Timing: Specifies how often appraisals will be conducted and the typical timeline for the process
5. Roles and Responsibilities: Outlines the responsibilities of managers, employees, and HR in the appraisal process
6. Appraisal Process: Step-by-step explanation of how the appraisal will be conducted, from preparation to completion
7. Performance Criteria: Description of the key performance indicators and competencies that will be evaluated
8. Rating System: Explanation of the performance rating scale and what each level represents
9. Documentation Requirements: Details of required forms, records, and documentation procedures
10. Review and Appeal Process: Procedures for employees to request review or appeal their appraisal results
1. Remote Work Considerations: Special provisions for conducting appraisals for remote workers - include if organization has remote employees
2. Probationary Period Evaluations: Specific procedures for evaluating employees during probation - include if different from standard appraisals
3. Performance Improvement Plans: Procedures for addressing underperformance - include if not covered in a separate policy
4. Cross-Cultural Considerations: Guidelines for conducting appraisals in multicultural teams - include for international organizations
5. Disability Accommodations: Specific provisions for accommodating disabilities in the appraisal process - include if not covered in general HR policies
1. Performance Appraisal Form: Standard template for documenting the performance appraisal
2. Competency Framework: Detailed description of competencies and behaviors being evaluated
3. Rating Scale Guide: Detailed descriptions and examples for each rating level
4. Self-Assessment Form: Template for employee self-evaluation
5. Development Plan Template: Format for documenting agreed development actions and goals
6. Appeal Form: Standard form for submitting an appeal of appraisal results
Authors
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Information Technology
Manufacturing
Healthcare
Retail
Professional Services
Education
Tourism and Hospitality
Construction
Transportation and Logistics
Public Sector
Telecommunications
Gaming and iGaming
Maritime
Pharmaceutical
Relevant Teams
Human Resources
Legal
Compliance
Senior Management
Operations
Training and Development
Employee Relations
Talent Management
Performance Management
Industrial Relations
Relevant Roles
Human Resources Director
HR Manager
Performance Management Specialist
Department Manager
Team Leader
Supervisor
HR Business Partner
Training and Development Manager
Talent Management Specialist
Operations Manager
Chief Human Resources Officer
Employee Relations Manager
Compliance Officer
Legal Counsel
General Manager
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