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Yearly Performance Review

Yearly Performance Review Template for Hong Kong

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Key Requirements PROMPT example:

Yearly Performance Review

"I need a Yearly Performance Review template for our Hong Kong tech startup with 50 employees, focusing heavily on technical skill evaluation and project-based achievements, to be implemented starting January 2025."

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Document background
The Yearly Performance Review document serves as a formal instrument for conducting and documenting annual employee evaluations within Hong Kong's legal framework. It is typically used at the end of each review cycle (usually annual) to assess an employee's performance against predetermined objectives, document achievements, identify areas for improvement, and set future goals. The document ensures compliance with Hong Kong employment laws, including the Employment Ordinance and Personal Data (Privacy) Ordinance, while providing a standardized approach to performance evaluation across the organization. It supports fair employment practices, helps maintain proper documentation for HR purposes, and can be used as a reference for making informed decisions about promotions, compensation adjustments, and professional development opportunities.
Suggested Sections

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

2. Performance Rating Scale: Explanation of the rating system used in the evaluation (e.g., 1-5 scale, definitions of each rating level)

3. Key Performance Indicators (KPIs): Assessment of performance against previously set KPIs and objectives

4. Core Competencies Evaluation: Assessment of employee's demonstration of core company competencies and values

5. Achievement Summary: Overview of key accomplishments and contributions during the review period

6. Areas for Improvement: Identification of development needs and specific areas requiring enhancement

7. Goals and Objectives: Setting of new goals and objectives for the next review period

8. Employee Comments: Space for employee's response to the evaluation and self-assessment

9. Acknowledgment and Signatures: Formal acknowledgment of the review by both employee and manager, with dates and signatures

Optional Sections

1. Career Development Plan: Detailed plan for employee's career progression and development opportunities, included when there are specific advancement opportunities or training needs

2. Compensation Review: Discussion of salary adjustments or bonus recommendations, included when the review is tied to compensation decisions

3. 360-Degree Feedback Summary: Compilation of feedback from peers, subordinates, and other stakeholders, included when 360-degree feedback is part of the evaluation process

4. Performance Improvement Plan: Detailed action plan for addressing performance issues, included when significant improvement is needed in specific areas

5. Project-Specific Evaluation: Detailed assessment of performance on specific major projects, included for project-based roles

6. Technical Skills Assessment: Detailed evaluation of technical competencies, included for technical roles or when specific technical skills are crucial

Suggested Schedules

1. Schedule A - Performance Metrics: Detailed breakdown of quantitative performance metrics and achievements

2. Schedule B - Competency Framework: Detailed description of company competencies and assessment criteria

3. Schedule C - Training Record: Record of training and development activities completed during the review period

4. Appendix 1 - Supporting Documentation: Additional documentation supporting performance assessment (e.g., sales figures, customer feedback, project outcomes)

5. Appendix 2 - Development Resources: List of available training and development resources relevant to identified needs

6. Appendix 3 - Company Rating Guidelines: Detailed guidelines for performance ratings and assessment criteria

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
Performance Rating
Key Performance Indicators (KPIs)
Core Competencies
Performance Objectives
Development Goals
Evaluator
Reviewee
Performance Improvement Plan
Career Development Plan
Rating Scale
Assessment Criteria
Evaluation Date
Review Meeting
Performance Standards
Exceptional Performance
Meets Expectations
Below Expectations
Compensation Review
Professional Development
Target Achievement
Behavioral Competencies
Technical Competencies
360-Degree Feedback
Performance Metrics
Evaluation Period
Improvement Areas
Achievement Criteria
Relevant Industries

Financial Services

Technology

Manufacturing

Retail

Healthcare

Education

Professional Services

Construction

Hospitality

Telecommunications

Real Estate

Media and Entertainment

Logistics and Transportation

Energy and Utilities

Non-profit Organizations

Government and Public Sector

Relevant Teams

Human Resources

Finance

Operations

Sales

Marketing

Information Technology

Legal

Customer Service

Research and Development

Product Management

Quality Assurance

Business Development

Administration

Strategy

Supply Chain

Public Relations

Relevant Roles

Chief Executive Officer

Managing Director

Department Director

Senior Manager

Project Manager

Team Leader

Senior Executive

Executive

Associate

Analyst

Administrator

Coordinator

Specialist

Officer

Assistant

Technical Lead

Developer

Engineer

Sales Representative

Customer Service Representative

Human Resources Manager

Finance Manager

Operations Manager

Industries
Employment Ordinance (Cap. 57): Primary legislation governing employment relationships in Hong Kong, including requirements for employment terms, wages, and termination. This forms the foundation for any performance review process.
Personal Data (Privacy) Ordinance (Cap. 486): Regulates the collection, handling, and storage of personal data. Performance reviews contain sensitive personal information and must comply with data privacy requirements.
Sex Discrimination Ordinance (Cap. 480): Ensures that performance reviews are conducted without gender bias and provide equal opportunities for career advancement.
Disability Discrimination Ordinance (Cap. 487): Requires fair assessment of employees with disabilities and reasonable accommodation in the performance review process.
Race Discrimination Ordinance (Cap. 602): Ensures performance evaluations are conducted without racial bias and promote equal treatment regardless of racial background.
Contracts (Rights of Third Parties) Ordinance (Cap. 623): May be relevant if the performance review agreement creates rights for third parties or references external evaluators.
Minimum Wage Ordinance (Cap. 608): Relevant when performance reviews are linked to wage adjustments to ensure compliance with minimum wage requirements.
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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