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Professional Development Evaluation Form

Professional Development Evaluation Form Template for Hong Kong

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Key Requirements PROMPT example:

Professional Development Evaluation Form

"I need a Professional Development Evaluation Form compliant with Hong Kong law for our technology startup, with emphasis on remote work assessment and technical skill evaluation, to be implemented by March 2025."

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Document background
The Professional Development Evaluation Form serves as a crucial tool for organizations operating in Hong Kong to conduct and document employee performance evaluations and professional development planning. This document is typically used during regular performance review cycles (annual, semi-annual, or quarterly) to assess employee performance against established criteria, document achievements, set new goals, and plan professional development activities. It complies with Hong Kong's employment legislation, including the Employment Ordinance and Personal Data (Privacy) Ordinance, ensuring proper documentation of performance discussions while protecting employee privacy. The form facilitates structured feedback between employees and supervisors, helps track professional growth, and supports career development decisions while maintaining necessary records for HR compliance.
Suggested Sections

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

2. Evaluator Information: Details of the evaluator including name, position, and relationship to employee

3. Performance Criteria: Standard evaluation metrics including job knowledge, quality of work, productivity, communication skills, and teamwork

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

5. Core Competencies Assessment: Evaluation of key competencies required for the role

6. Development Goals: New goals and objectives for the next evaluation period

7. Training and Development Needs: Identified areas for professional development and recommended training

8. Overall Performance Rating: Summary rating of employee's performance during the evaluation period

9. Comments and Feedback: Space for detailed comments from both evaluator and employee

10. Acknowledgment and Signatures: Formal acknowledgment of the evaluation by both parties with date

Optional Sections

1. Project-Specific Achievements: For employees involved in specific projects, detailed evaluation of project contributions and outcomes

2. Leadership Competencies: For management positions, assessment of leadership abilities and team management skills

3. Technical Skills Assessment: For technical roles, detailed evaluation of specific technical competencies

4. Client/Stakeholder Feedback: For customer-facing roles, incorporation of feedback from external stakeholders

5. Innovation and Creativity: For roles requiring creative input, assessment of innovative contributions

6. Remote Work Performance: For remote or hybrid workers, evaluation of virtual collaboration and self-management skills

Suggested Schedules

1. Schedule A - Performance Rating Scale: Detailed description of the rating scale used in the evaluation

2. Schedule B - Core Competency Definitions: Detailed definitions and examples of each core competency being evaluated

3. Schedule C - Development Resources: List of available training programs, courses, and development resources

4. Appendix 1 - Self-Assessment Form: Template for employee self-evaluation to be completed prior to the evaluation meeting

5. Appendix 2 - Development Plan Template: Structured template for documenting detailed professional development plans

6. Appendix 3 - Goal Setting Guidelines: Guidelines and examples for setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals

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
Evaluation Period
Performance Criteria
Core Competencies
Development Goals
SMART Objectives
Key Performance Indicators (KPIs)
Performance Rating
Professional Development
Training Plan
Evaluator
Evaluee
Line Manager
Department Head
HR Representative
Performance Improvement Plan
Career Development Path
Competency Framework
Development Needs
Review Meeting
Self-Assessment
Peer Review
Performance Standards
Rating Scale
Evaluation Metrics
Development Resources
Training Activities
Skill Gap
Learning Objectives
Career Progression
Continuous Professional Development (CPD)
Relevant Industries

Financial Services

Technology

Healthcare

Education

Professional Services

Manufacturing

Retail

Hospitality

Construction

Non-profit

Government

Telecommunications

Media and Entertainment

Real Estate

Transportation and Logistics

Relevant Teams

Human Resources

Learning & Development

Operations

Finance

Information Technology

Sales

Marketing

Customer Service

Legal

Administration

Research & Development

Product Development

Quality Assurance

Business Development

Corporate Communications

Relevant Roles

Chief Executive Officer

Managing Director

Department Director

Senior Manager

Manager

Team Leader

Supervisor

HR Manager

HR Business Partner

Training Manager

Development Specialist

Project Manager

Senior Executive

Executive

Associate

Analyst

Coordinator

Administrator

Technical Specialist

Professional Staff

Industries
Personal Data (Privacy) Ordinance (Cap. 486): Regulates the collection, handling, and storage of personal data. Ensures that employee evaluation data is collected fairly, stored securely, and used only for the stated purpose.
Employment Ordinance (Cap. 57): Primary employment legislation in Hong Kong that provides the legal framework for employment relationships, including aspects of performance management and professional development.
Sex Discrimination Ordinance (Cap. 480): Ensures that performance evaluations and professional development opportunities are provided without discrimination based on gender.
Disability Discrimination Ordinance (Cap. 487): Protects employees from discrimination based on disability in performance evaluations and professional development opportunities.
Race Discrimination Ordinance (Cap. 602): Ensures that performance evaluations and professional development opportunities are provided without discrimination based on race.
Family Status Discrimination Ordinance (Cap. 527): Protects employees from discrimination based on family status in performance evaluations and career development opportunities.
Companies Ordinance (Cap. 622): Relevant sections pertaining to corporate record-keeping requirements, including maintenance of employee records and evaluation documentation.
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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