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Individual Evaluation Form

Individual Evaluation Form Template for Hong Kong

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Key Requirements PROMPT example:

Individual Evaluation Form

"I need an Individual Evaluation Form for a Hong Kong-based financial services company with 200+ employees, incorporating both quantitative KPIs and behavioral competencies, to be implemented by March 2025."

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Document background
The Individual Evaluation Form serves as a standardized tool for conducting and documenting employee performance reviews in Hong Kong organizations. This document is typically used during annual, semi-annual, or quarterly performance reviews, providing a structured approach to evaluating employee performance against predetermined criteria and objectives. The form ensures compliance with Hong Kong's employment regulations, including the Personal Data (Privacy) Ordinance and various anti-discrimination ordinances. It captures essential performance metrics, development goals, and feedback while maintaining proper documentation for HR purposes. The evaluation form supports fair employment practices and helps organizations make informed decisions about promotions, compensation adjustments, and professional development opportunities.
Suggested Sections

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

2. Performance Criteria: Core competencies and skills being evaluated, typically including job knowledge, quality of work, productivity, and communication skills

3. Rating Scale: Clear explanation of the rating system (e.g., 1-5 scale) with detailed descriptions of each rating level

4. Performance Assessment: Detailed evaluation of each performance criterion with corresponding ratings and supporting comments

5. Goals Achievement: Review of goals set in previous evaluation period and assessment of their completion

6. Future Goals: Setting new objectives and development goals for the next evaluation period

7. Overall Performance Summary: Summary of the employee's overall performance including key strengths and areas for improvement

8. Acknowledgment: Signatures section for both evaluator and employee, confirming review discussion and receipt of evaluation

Optional Sections

1. Career Development Plan: Used when discussing long-term career progression and development opportunities within the organization

2. Training Recommendations: Include when specific training needs are identified during the evaluation

3. Compensation Review: Added when the evaluation is tied to salary review or bonus decisions

4. Behavioral Incidents: Include when there are specific behavioral incidents (positive or negative) that need documentation

5. 360-Degree Feedback Summary: Used when incorporating feedback from multiple sources including peers and subordinates

6. Project-Specific Assessment: Include for employees involved in specific projects during the review period

Suggested Schedules

1. Performance Metrics Schedule: Detailed breakdown of performance indicators and measurement criteria specific to the role

2. Development Plan Template: Structured template for documenting development goals and action plans

3. Competency Framework: Detailed description of competencies and expected behaviors for different performance levels

4. Previous Goals Review: Documentation of goals set in previous evaluation period

5. Rating Guidelines: Detailed guidelines for evaluators on how to apply ratings consistently

Authors

Alex Denne

Head of Growth (Open Source Law) @ tiktok³ÉÈË°æ | 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

Hospitality

Construction

Transportation

Media and Entertainment

Real Estate

Telecommunications

Public Sector

Non-Profit Organizations

Relevant Teams

Human Resources

Operations

Finance

Legal

Information Technology

Sales

Marketing

Customer Service

Research and Development

Administration

Quality Assurance

Production

Procurement

Corporate Communications

Business Development

Relevant Roles

Human Resources Manager

Department Director

Line Manager

Supervisor

Team Leader

Senior Manager

Chief Executive Officer

Department Head

Regional Manager

Project Manager

Operations Manager

General Manager

Division Head

Managing Director

Vice President

Industries







Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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