The 90 Day Performance Review document is a critical tool in South African workplace performance management, typically used at the end of a probationary period or the first quarter of employment in a new role. It aligns with South African labor legislation, including the Labour Relations Act 66 of 1995 and the Employment Equity Act 55 of 1998, ensuring fair and non-discriminatory performance assessment. The document serves multiple purposes: evaluating initial performance, setting expectations, identifying training needs, and making informed decisions about continued employment. It includes comprehensive sections on performance metrics, behavioral competencies, and development planning, providing a foundation for ongoing performance management and professional development.
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1. Employee and Reviewer Information: Details of the employee being reviewed and the person conducting the review, including names, positions, and departments
2. Review Period: Specific dates covering the 90-day review period
3. Performance Objectives: List of key performance objectives set at the beginning of the review period
4. Performance Assessment: Detailed evaluation of performance against each objective, including quantitative and qualitative measures
5. Core Competencies Evaluation: Assessment of essential job-related skills and behavioral competencies
6. Overall Performance Rating: Summary rating based on predetermined performance scale
7. Areas of Excellence: Specific achievements and strengths demonstrated during the review period
8. Areas for Improvement: Identified development areas and specific recommendations for improvement
9. Employee Comments: Space for employee to provide feedback and comments on the review
10. Acknowledgment and Signatures: Formal acknowledgment of the review by both parties with date and signatures
1. Training and Development Plan: Specific training or development activities recommended for the employee's growth - include when development needs are identified
2. Performance Improvement Plan: Detailed action plan for addressing performance gaps - include when performance falls below expectations
3. Promotion/Advancement Considerations: Discussion of career progression opportunities - include when employee has exceeded expectations
4. Compensation Review: Recommendations regarding salary adjustments - include when organization policy links performance reviews to compensation
5. Project-Specific Evaluation: Detailed assessment of specific projects handled during the review period - include for project-based roles
1. Performance Metrics Schedule: Detailed breakdown of quantitative performance metrics and achievements
2. Job Description: Current job description against which performance was evaluated
3. Initial Goals Document: Original performance objectives set at the start of the 90-day period
4. Self-Assessment Form: Employee's self-evaluation completed prior to the review
5. Performance Rating Scale Guide: Explanation of the rating system used in the evaluation
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Financial Services
Technology
Manufacturing
Retail
Healthcare
Education
Professional Services
Mining
Agriculture
Telecommunications
Construction
Public Sector
Non-Profit
Entertainment
Hospitality
Relevant Teams
Human Resources
People Operations
Talent Management
Learning & Development
Employee Relations
Performance Management
Training & Development
Organizational Development
HR Operations
Personnel Management
Relevant Roles
Human Resources Manager
Talent Development Specialist
Department Manager
Line Manager
Team Leader
Supervisor
HR Director
Performance Management Specialist
HR Business Partner
Chief Human Resources Officer
Training Coordinator
Operations Manager
Project Manager
Division Head
Employee Relations Manager
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