The Performance Review By Manager document serves as a critical tool for documenting and managing employee performance in Qatar-based organizations. It is designed to comply with Qatar Labor Law (Law No. 14 of 2004) and related employment regulations while providing a comprehensive framework for performance evaluation. This document should be used during formal performance review periods, typically conducted annually or bi-annually, to assess employee achievements, set new objectives, and plan professional development. The review process helps organizations maintain clear performance records, support fair treatment of employees, and make informed decisions about career development, training needs, and potential compensation adjustments. The document includes sections for objective evaluation, performance metrics, development planning, and mutual acknowledgment of the review outcomes.
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1. Employee and Reviewer Information: Details of the employee being reviewed and the reviewing manager, including names, positions, departments, and employee ID numbers
2. Review Period: Specific time period covered by the performance review, including start and end dates
3. Performance Criteria and Ratings: Core competencies and job-specific skills being evaluated, with clear rating scales and definitions
4. Achievement of Objectives: Assessment of performance against previously set goals and objectives
5. Overall Performance Rating: Summary evaluation and final performance rating based on all assessment criteria
6. Future Goals and Objectives: New goals and objectives set for the next review period
7. Employee Comments: Space for employee feedback and comments on the review
8. Signatures and Acknowledgment: Formal acknowledgment of the review by both manager and employee, with dates
1. Development Plan: Detailed plan for employee development, including training needs and career progression opportunities. Include when focusing on long-term employee development.
2. Behavioral Competencies: Detailed assessment of soft skills and behavioral attributes. Recommended for management positions or customer-facing roles.
3. Project-Specific Evaluation: Assessment of performance on specific projects during the review period. Include for project-based roles.
4. 360-Degree Feedback Summary: Compilation of feedback from peers, subordinates, and other stakeholders. Include when organization uses 360-degree feedback system.
5. Compensation Review: Recommendations for salary adjustments or bonuses based on performance. Include when performance review is linked to compensation decisions.
1. Performance Rating Scale: Detailed explanation of the rating system and criteria for each performance level
2. Job Competency Framework: Detailed breakdown of required competencies and expectations for the specific role
3. KPI Metrics Sheet: Specific measurable indicators and targets used for performance evaluation
4. Development Resources: List of available training programs, courses, and development opportunities
5. Previous Review Summary: Summary of performance ratings and key points from previous review periods
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