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Performance Management And Appraisal

Performance Management And Appraisal Template for Hong Kong

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Key Requirements PROMPT example:

Performance Management And Appraisal

"I need a Performance Management and Appraisal policy for a Hong Kong-based tech startup with 50 employees, focusing on quarterly reviews and incorporating OKR methodology, with implementation planned for January 2025."

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Document background
This Performance Management and Appraisal document serves as a critical tool for organizations operating in Hong Kong to effectively manage employee performance while ensuring compliance with local employment laws. It is designed for implementation when an organization needs to establish or update its performance evaluation system, providing comprehensive guidelines for objective setting, performance monitoring, and formal review processes. The document incorporates requirements from Hong Kong's Employment Ordinance, Personal Data (Privacy) Ordinance, and various anti-discrimination laws, making it suitable for organizations of all sizes seeking to maintain legal compliance while developing their workforce. It includes essential provisions for data protection, fair evaluation practices, and appeal procedures, reflecting Hong Kong's specific regulatory environment.
Suggested Sections

1. Parties: Identifies the organization (employer) implementing the policy and specifies the scope of employees covered

2. Background: Explains the purpose and objectives of the performance management system and its alignment with organizational goals

3. Definitions: Defines key terms used throughout the document including performance metrics, rating scales, and role-specific terminology

4. Performance Management Cycle: Outlines the annual cycle including planning, monitoring, review periods, and deadlines

5. Roles and Responsibilities: Details the responsibilities of employees, managers, HR department, and senior management in the appraisal process

6. Performance Planning: Describes the process of setting objectives, KPIs, and development goals

7. Performance Monitoring: Explains ongoing performance tracking, feedback mechanisms, and documentation requirements

8. Performance Review Process: Details the formal review procedures, including preparation, meeting protocols, and documentation

9. Rating System: Explains the performance rating scale and criteria for each rating level

10. Appeals Process: Outlines procedures for employees to challenge or appeal their performance ratings

11. Data Protection and Confidentiality: Specifies how performance data will be handled, stored, and protected in compliance with privacy laws

12. Review and Amendment: States how and when the policy will be reviewed and updated

Optional Sections

1. Performance-Related Pay: Include when the organization links compensation directly to performance ratings

2. Probationary Period Reviews: Include when specific performance management procedures apply to employees during probation

3. Remote Work Performance Management: Include when the organization has significant remote or hybrid working arrangements

4. Performance Improvement Plans: Include when the organization has a formal process for managing underperformance

5. Calibration Process: Include when the organization uses performance calibration meetings to ensure rating consistency

6. 360-Degree Feedback: Include when the organization implements multi-source feedback as part of performance evaluation

7. Talent Management Integration: Include when performance management is linked to succession planning and talent development

Suggested Schedules

1. Performance Review Form: Standard template for documenting performance reviews and ratings

2. Objective Setting Template: Template for documenting annual objectives and KPIs

3. Rating Matrix: Detailed description of performance ratings and their behavioral indicators

4. Performance Improvement Plan Template: Standard format for documenting performance improvement actions and timelines

5. Feedback Collection Forms: Templates for gathering peer and stakeholder feedback

6. Annual Performance Calendar: Timeline of key performance management activities and deadlines

7. Competency Framework: Detailed description of core and role-specific competencies

8. Appeal Form: Standard template for submitting performance rating appeals

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
Appraisal Period
Appraisee
Appraiser
Calibration
Company
Competencies
Core Values
Development Goals
Employee
Employment Ordinance
Final Rating
Human Resources Department
Interim Review
Key Performance Indicators (KPIs)
Line Manager
Merit Increase
Objectives
Performance Improvement Plan (PIP)
Performance Management Cycle
Performance Rating
Personal Data
Personal Development Plan
Probationary Period
Rating Scale
Review Meeting
Review Period
Self-Assessment
Senior Management
SMART Objectives
Supervisor
Target Setting
Underperformance
Verified Assessment
Weightage
Work Plan
Clauses
Purpose and Scope
Roles and Responsibilities
Performance Planning
Goal Setting
Performance Monitoring
Review Process
Rating Methodology
Documentation Requirements
Feedback Process
Confidentiality
Data Protection
Non-Discrimination
Appeals and Grievances
Performance Improvement
Rewards and Recognition
Training and Development
Review Frequency
Amendments and Updates
Legal Compliance
Record Keeping
Communication Protocol
Dispute Resolution
Performance Metrics
Evaluation Criteria
Timeline and Deadlines
Quality Assurance
Calibration Process
Rights and Obligations
Probationary Reviews
Career Development
Relevant Industries

Financial Services

Technology

Manufacturing

Retail

Professional Services

Healthcare

Education

Hospitality

Construction

Logistics

Real Estate

Media and Entertainment

Telecommunications

Public Sector

Non-Profit Organizations

Relevant Teams

Human Resources

People Operations

Learning and Development

Talent Management

Employee Relations

Organizational Development

Performance Management

Compensation and Benefits

Legal

Compliance

Relevant Roles

HR Director

HR Manager

HR Business Partner

Performance Management Specialist

Talent Development Manager

Department Manager

Line Manager

Team Leader

Supervisor

Chief Human Resources Officer

People Operations Manager

Employee Relations Manager

Training and Development Manager

Compensation and Benefits Manager

Organization Development Specialist

Industries
Employment Ordinance (Cap. 57): The main employment legislation in Hong Kong that provides the basic foundation for employment relationships, including provisions related to employment contracts, wages, and termination based on performance.
Personal Data (Privacy) Ordinance (Cap. 486): Governs the collection, handling, and storage of personal data, including employee performance records and appraisal information.
Sex Discrimination Ordinance (Cap. 480): Ensures that performance management and appraisal processes do not discriminate based on gender.
Disability Discrimination Ordinance (Cap. 487): Requires fair treatment and reasonable accommodation in performance evaluation for employees with disabilities.
Family Status Discrimination Ordinance (Cap. 527): Protects employees from discrimination in performance evaluations based on their family responsibilities.
Race Discrimination Ordinance (Cap. 602): Ensures that performance management processes are free from racial discrimination and bias.
Contracts (Rights of Third Parties) Ordinance (Cap. 623): May affect how performance management policies can be enforced and who can rely on their terms.
Minimum Wage Ordinance (Cap. 608): Relevant when performance-related pay or bonuses are part of the appraisal system and affect overall compensation.
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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