Evaluation Form For Employees

Evaluation Form For Employees Template for Hong Kong

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Key Requirements PROMPT example:

"I need an Employee Evaluation Form compliant with Hong Kong law for a technology startup, focusing on technical skills assessment and innovation metrics, with additional sections for remote work performance evaluation to be implemented by March 2025."

Document background

The Evaluation Form For Employees serves as a standardized tool for conducting and documenting employee performance reviews in accordance with Hong Kong employment regulations. This document is typically used during annual, semi-annual, or quarterly performance reviews to assess employee achievements, set future goals, and plan professional development. It includes sections for performance metrics, competency evaluation, goal setting, and feedback, ensuring compliance with Hong Kong's Employment Ordinance and anti-discrimination laws. The form should be completed as part of the formal performance review process and maintained in employee records as required by Hong Kong employment legislation. It serves as both a performance management tool and a legal record of employee assessment and development planning.

Suggested Sections

1. Employee Information: Basic details including employee name, ID, department, position, and period under review

2. Performance Metrics: Standard evaluation criteria including job knowledge, quality of work, productivity, reliability, and initiative

3. Core Competencies Assessment: Evaluation of key competencies such as communication, teamwork, problem-solving, and leadership skills

4. Goals Achievement: Review of goals set in previous evaluation period and extent of their achievement

5. Overall Performance Rating: Summary rating scale (e.g., 1-5 or Outstanding to Unsatisfactory) with clear rating definitions

6. Future Goals and Development: Setting new objectives and development plans for the next review period

7. Comments and Feedback: Sections for both evaluator and employee comments

8. Acknowledgment: Signatures of employee, evaluator, and HR representative with dates

Optional Sections

1. Attendance Record: Optional section for documenting attendance, punctuality, and leave record when relevant to performance evaluation

2. Project-Specific Evaluation: For employees involved in specific projects during the review period

3. Technical Skills Assessment: Detailed evaluation of technical skills for positions requiring specific technical competencies

4. Language Proficiency: Assessment of language skills for positions requiring multiple language capabilities

5. Client/Customer Feedback: For customer-facing roles where client feedback is relevant

6. Safety Compliance: For roles where safety protocols are critical

7. Innovation and Creativity: For roles where creative thinking and innovation are key performance indicators

Suggested Schedules

1. Performance Rating Scale Guide: Detailed descriptions of each performance rating level and criteria for assessment

2. Competency Framework: Detailed breakdown of competencies and their assessment criteria

3. Development Resources: List of available training programs and development resources

4. Job Description: Current job description against which performance is evaluated

5. Previous Evaluation Summary: Summary of last evaluation period's ratings and goals

6. Performance Improvement Plan Template: Standard template for documenting specific improvement needs and action plans

Authors

Alex Denne

Head of Growth (Open Source Law) @ tiktok��˰� | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co

Relevant legal definitions

Clauses

Relevant Industries

Financial Services

Technology

Manufacturing

Retail

Healthcare

Education

Professional Services

Construction

Hospitality

Logistics

Real Estate

Telecommunications

Media and Entertainment

Public Sector

Non-Profit Organizations

Relevant Teams

Human Resources

People Operations

Talent Management

Learning and Development

Performance Management

Employee Relations

Organizational Development

HR Operations

Talent Acquisition

Personnel Administration

Relevant Roles

Human Resources Manager

HR Director

HR Business Partner

Performance Management Specialist

Talent Development Manager

Department Manager

Team Leader

Supervisor

Division Head

Chief Human Resources Officer

HR Coordinator

Training Manager

Organizational Development Manager

Employee Relations Manager

HR Operations Manager

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Authors

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