The Employee Appraisal document serves as a critical tool in performance management and employee development within New Zealand organizations. It is designed to be used during formal performance review periods, typically conducted annually or bi-annually, with provision for interim reviews as needed. The document ensures compliance with New Zealand employment legislation, particularly the Employment Relations Act 2000, while facilitating constructive dialogue between employees and managers. It captures essential information including performance assessments, goal achievement, future objectives, development needs, and both employee and manager feedback. This structured approach helps organizations maintain consistent evaluation practices, document performance histories, and support fair employment decisions while promoting employee growth and engagement.
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1. Employee Information: Basic details including employee name, position, department, and employment duration
2. Appraisal Period: Timeframe covered by the evaluation and date of review
3. Performance Criteria: Key performance indicators and competencies being evaluated
4. Achievement of Previous Goals: Review of objectives set in the previous appraisal period and extent of achievement
5. Current Performance Assessment: Detailed evaluation of performance across key areas including technical skills, soft skills, and role-specific competencies
6. Future Goals and Objectives: SMART goals and development objectives for the next period
7. Training and Development Needs: Identified areas for skill enhancement and professional development
8. Employee Comments: Space for employee feedback and self-assessment
9. Manager Comments: Overall assessment and specific feedback from the manager
10. Acknowledgment and Signatures: Formal acknowledgment of the appraisal by both parties with dates
1. Salary Review: Section for documenting salary discussions and decisions - include when appraisal is linked to compensation review
2. Career Progression Plan: Discussion of career advancement opportunities - include for mid to senior-level employees or high performers
3. Performance Improvement Plan: Detailed action plan for addressing performance issues - include when significant improvement is required
4. Project-Specific Evaluation: Assessment of specific project contributions - include for project-based roles
5. Leadership Assessment: Evaluation of leadership capabilities - include for management positions
6. Health and Safety Compliance: Review of health and safety responsibilities - include for roles with specific H&S duties
1. Performance Rating Scale: Detailed explanation of the rating system used in the evaluation
2. Core Competency Framework: Breakdown of expected competencies for the role level
3. KPI Measurement Criteria: Specific metrics and measurement methods for each KPI
4. Development Resources: List of available training and development opportunities
5. Previous Appraisal Summary: Brief overview of last period's evaluation for reference
6. Goal Setting Template: Structured template for documenting SMART objectives
Relevant legal definitions
Clauses
Relevant Industries
Technology
Financial Services
Healthcare
Education
Manufacturing
Retail
Professional Services
Public Sector
Non-Profit
Construction
Hospitality
Agriculture
Mining
Transportation
Media and Entertainment
Relevant Teams
Human Resources
People Operations
Talent Management
Learning and Development
Performance Management
Senior Leadership
Operations
Administration
Relevant Roles
Human Resources Manager
HR Business Partner
People Operations Manager
Performance Management Specialist
Talent Development Manager
Line Manager
Department Manager
Team Leader
Supervisor
Chief Executive Officer
Chief Human Resources Officer
Department Head
Operations Manager
Executive Assistant
Office Manager
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