The Appraisal Letter is a crucial human resources document used in Saudi Arabian organizations to formally document employee performance evaluations. It is designed to comply with Saudi Labor Law and MHRSD guidelines, providing a structured framework for assessing employee performance, documenting achievements, and setting future objectives. This document is typically issued annually or bi-annually and serves multiple purposes including performance documentation, career development planning, and support for compensation decisions. The Appraisal Letter must be maintained in both Arabic and English versions when required, and should be retained in employee files as per Saudi Arabian employment documentation requirements. It forms a vital part of the employment record and can be referenced for various HR decisions including promotions, training needs, and performance-based compensation adjustments.
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1. Letter Header: Company letterhead, date, reference number, and employee identification details
2. Employee Information: Full name, employee ID, position, department, and reporting manager
3. Appraisal Period: Clear statement of the evaluation period covered
4. Performance Rating: Overall performance rating and explanation of the rating scale used
5. Key Achievements: Summary of major accomplishments during the review period
6. Core Competencies Assessment: Evaluation of key job-related competencies and skills
7. Areas for Development: Identification of skills or competencies requiring improvement
8. Conclusion and Next Steps: Summary statement and outline of future expectations
9. Signatures: Space for employee, manager, and HR signatures with dates
1. Performance Improvement Plan: Detailed action plan for addressing performance gaps, included when performance is below expectations
2. Compensation Review: Details of any salary adjustments or bonuses, included when the appraisal is linked to compensation changes
3. Career Development Plan: Future career path and development opportunities, included for high-performing employees or as part of succession planning
4. Project-Specific Evaluation: Detailed assessment of specific project contributions, included for project-based roles
5. Training Recommendations: Specific training or development programs recommended, included when skill gaps are identified
1. Performance Metrics Schedule: Detailed breakdown of performance metrics and scoring
2. Goals Achievement Report: Detailed analysis of goals set vs. achieved
3. Competency Assessment Form: Detailed evaluation form showing ratings for each competency
4. Supporting Documentation: Relevant certificates, awards, or documentation of achievements
5. Historical Performance Data: Previous appraisal summaries for comparison, if applicable
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Healthcare
Manufacturing
Technology and IT
Retail
Construction
Energy and Utilities
Education
Professional Services
Telecommunications
Government and Public Sector
Real Estate
Hospitality and Tourism
Transportation and Logistics
Relevant Teams
Human Resources
Performance Management
Employee Relations
Training and Development
Compensation and Benefits
Senior Management
Legal
Compliance
Operations
Finance
Administration
Relevant Roles
Chief Executive Officer
Department Director
Manager
Supervisor
Human Resources Manager
Performance Management Specialist
Employee Relations Manager
Compensation and Benefits Manager
Training and Development Manager
Line Manager
Team Leader
Project Manager
Department Head
Senior Executive
HR Business Partner
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