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Competency Based Performance Review

Competency Based Performance Review Template for Hong Kong

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Key Requirements PROMPT example:

Competency Based Performance Review

"I need a Competency Based Performance Review template for our Hong Kong tech startup that will be implementing quarterly reviews starting January 2025, with special focus on technical skills assessment and remote work performance metrics."

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Document background
The Competency Based Performance Review document serves as a crucial tool for organizations operating in Hong Kong to conduct systematic and objective employee evaluations. It is designed to comply with Hong Kong's employment laws, including the Employment Ordinance (Cap. 57) and various anti-discrimination ordinances, while providing a comprehensive framework for assessing employee performance against predefined competencies. This document should be used during formal performance review periods, typically conducted annually or semi-annually, to evaluate employee capabilities, track progress, set development goals, and make informed decisions about career advancement and compensation. It includes sections for competency assessment, performance metrics, development planning, and formal acknowledgment by all parties involved, ensuring a transparent and legally compliant evaluation process.
Suggested Sections

1. Parties: Identification of the employer organization and the employee being reviewed

2. Background: Context of the performance review, including review period and purpose

3. Definitions: Key terms used in the review, including competency categories and performance ratings

4. Review Period: Specific timeframe covered by the performance review

5. Core Competencies Assessment: Evaluation of fundamental skills and behaviors required for the role

6. Performance Metrics: Specific measurable outcomes and achievements during the review period

7. Development Goals: Areas identified for improvement and professional development

8. Overall Rating: Summary evaluation and final performance rating

9. Acknowledgment: Signatures of reviewer(s) and employee confirming review completion

Optional Sections

1. Salary Review: Include when performance review is linked to compensation decisions

2. Career Progression Plan: Include for employees being considered for promotion or role changes

3. Performance Improvement Plan: Include when specific performance issues need to be addressed

4. 360-Degree Feedback Summary: Include when multiple stakeholders provide input to the review

5. Project-Specific Evaluation: Include for employees with significant project responsibilities

Suggested Schedules

1. Schedule 1: Competency Framework: Detailed description of each competency and associated behaviors

2. Schedule 2: Rating Scale Guide: Explanation of performance rating levels and criteria

3. Schedule 3: Goals and Objectives: Specific targets and objectives set for the review period

4. Appendix A: Supporting Documentation: Additional evidence and examples of performance

5. Appendix B: Development Resources: Available training and development opportunities

6. Appendix C: Previous Review Summary: Summary of prior performance reviews for reference

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

Linkedin in social icon imageX social icon image
alex.den.21@genieai.co
Relevant legal definitions
Review Period
Competency
Core Competency
Technical Competency
Behavioral Competency
Performance Metrics
Key Performance Indicators (KPIs)
Rating Scale
Performance Standards
Development Goals
Career Development Plan
Performance Improvement Plan
Reviewer
Reviewee
Line Manager
Assessment Criteria
Evaluation Framework
Performance Rating
Exceptional Performance
Meets Expectations
Below Expectations
Development Areas
Competency Framework
360-Degree Feedback
Peer Review
Self-Assessment
Professional Development
Career Progression
Performance Objectives
Review Cycle
Interim Review
Annual Review
Performance Documentation
Evaluation Methods
Assessment Period
Competency Level
Performance Indicators
Achievement Metrics
Review Committee
Appeals Process
Evaluation Criteria
Clauses
Purpose and Scope
Parties and Roles
Review Period
Confidentiality
Data Protection
Performance Criteria
Evaluation Process
Rating Methodology
Competency Requirements
Assessment Methods
Documentation Requirements
Feedback Procedures
Development Planning
Review Frequency
Appeals Process
Performance Metrics
Goal Setting
Career Development
Review Outcomes
Acknowledgment and Signatures
Record Keeping
Amendment Procedures
Dispute Resolution
Non-Discrimination
Review Implementation
Performance Standards
Remedial Actions
Rights and Obligations
Review Committee
Governing Law
Relevant Industries

Financial Services

Technology

Manufacturing

Professional Services

Retail

Healthcare

Education

Hospitality

Construction

Logistics

Media and Entertainment

Telecommunications

Real Estate

Public Sector

Non-Profit Organizations

Relevant Teams

Human Resources

Finance

Information Technology

Sales

Marketing

Operations

Legal

Research and Development

Customer Service

Product Development

Quality Assurance

Business Development

Administration

Corporate Communications

Strategy and Planning

Relevant Roles

Chief Executive Officer

Department Director

Senior Manager

Project Manager

Team Leader

Human Resources Manager

Financial Analyst

Software Developer

Marketing Specialist

Sales Representative

Customer Service Representative

Operations Manager

Research Analyst

Administrative Assistant

Technical Support Specialist

Product Manager

Business Development Manager

Legal Counsel

Quality Assurance Engineer

Account Manager

Industries
Employment Ordinance (Cap. 57): Hong Kong's main employment legislation that governs employment relationships, including requirements for maintaining employment records and documentation of performance-related decisions
Personal Data (Privacy) Ordinance (Cap. 486): Regulates the collection, handling, and storage of personal data, including employee performance information and evaluation records
Sex Discrimination Ordinance (Cap. 480): Ensures that performance reviews are conducted without gender bias and provides equal opportunities for career advancement
Disability Discrimination Ordinance (Cap. 487): Protects employees from discrimination based on disability in performance evaluations and ensures reasonable accommodations are considered
Race Discrimination Ordinance (Cap. 602): Prevents racial discrimination in performance assessments and career development opportunities
Family Status Discrimination Ordinance (Cap. 527): Ensures employees are not discriminated against in performance reviews based on their family care responsibilities
Minimum Wage Ordinance (Cap. 608): Relevant if performance reviews are linked to wage adjustments, ensuring compliance with minimum wage requirements
Contracts (Rights of Third Parties) Ordinance (Cap. 623): May be relevant if the performance review process involves third-party assessors or has implications for third-party beneficiaries
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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