Employee Appraisal Form Template for Australia

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Key Requirements PROMPT example:

Employee Appraisal Form

"I need an Employee Appraisal Form for a tech startup with 50 employees, focusing heavily on technical skills assessment and project-based performance metrics, with specific sections for evaluating innovation and collaboration in remote work settings."

Document background

The Employee Appraisal Form serves as a standardized tool for conducting and documenting regular performance reviews in Australian workplaces. This document is designed to be used during formal performance review periods, typically conducted annually or bi-annually, with provision for interim reviews as needed. It complies with Australian employment law requirements, including the Fair Work Act 2009 and privacy legislation, while incorporating best practices in performance management. The form includes sections for objective assessment of key performance indicators, competency evaluation, goal-setting, and professional development planning. It creates a formal record of performance discussions, agreements, and future objectives, serving both as a management tool and a legal record of performance-related discussions and decisions.

Suggested Sections

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

2. Manager Information: Details of the reviewing manager and any other supervisors involved in the appraisal

3. Performance Metrics: Standard evaluation criteria including key performance indicators (KPIs), competencies, and rating scales

4. Achievement of Objectives: Assessment of previously set goals and objectives from the last review period

5. Core Competencies Evaluation: Assessment of essential skills, behaviors, and competencies required for the role

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

7. Employee Self-Assessment: Space for employee to provide their own performance evaluation and comments

8. Manager's Comments: Overall assessment and specific feedback from the manager

9. Sign-off Section: Signatures from employee, manager, and HR representative with dates and acknowledgments

Optional Sections

1. Project-Specific Performance: Used when employee has been involved in specific projects requiring separate evaluation

2. Leadership Competencies: Additional section for employees in management or leadership positions

3. Technical Skills Assessment: Detailed evaluation of role-specific technical skills, particularly relevant for technical positions

4. Client/Stakeholder Feedback: Include when employee has significant external or internal client interactions

5. Safety and Compliance: Required for roles with significant safety responsibilities or regulatory requirements

6. Team Feedback Summary: Optional section for incorporating 360-degree feedback from team members

7. Career Development Plan: Detailed section for discussing long-term career progression and development opportunities

8. Performance Improvement Plan: To be included when specific performance issues need to be addressed

Suggested Schedules

1. Rating Scale Guide: Detailed explanation of the performance rating system and criteria for each level

2. KPI Definitions: Detailed descriptions and measurement criteria for each KPI

3. Competency Framework: Detailed breakdown of competencies and expected behaviors at different levels

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

5. Previous Appraisal Summary: Summary of key points from the last performance review

6. Role Description: Current job description and key responsibilities

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 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

Healthcare

Technology

Manufacturing

Retail

Education

Government

Mining

Construction

Professional Services

Telecommunications

Agriculture

Non-Profit

Transportation

Energy

Media and Entertainment

Hospitality

Real Estate

Relevant Teams

Human Resources

Legal

Finance

Information Technology

Marketing

Sales

Operations

Research and Development

Customer Service

Quality Assurance

Product Development

Administration

Strategy

Public Relations

Procurement

Compliance

Relevant Roles

Chief Executive Officer

Department Manager

Team Leader

Human Resources Manager

Project Manager

Software Developer

Financial Analyst

Marketing Specialist

Sales Representative

Customer Service Representative

Operations Manager

Research Scientist

Administrative Assistant

Technical Support Specialist

Business Analyst

Product Manager

Legal Counsel

Accountant

Design Engineer

Quality Assurance Specialist

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Authors

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