Interim Performance Appraisal Template for Malaysia

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Key Requirements PROMPT example:

Interim Performance Appraisal

"I need an Interim Performance Appraisal document for our Malaysia-based technology startup, focusing on software developer roles with specific technical KPIs and incorporating our agile development methodology."

Document background

The Interim Performance Appraisal is a crucial management tool used midway through the annual performance cycle to provide formal feedback and assessment of employee progress. This document, designed in accordance with Malaysian employment legislation, serves as an official record of performance discussions and helps identify areas for improvement before the final annual review. It typically includes performance metrics, competency assessments, and development goals, allowing organizations to track progress and make necessary adjustments to ensure optimal employee performance. The document supports compliance with Malaysian employment regulations while facilitating constructive dialogue between employees and their supervisors.

Suggested Sections

1. Employee Information: Details of the employee including name, position, department, employee ID, and length of service

2. Appraisal Period: Specific time period covered by this interim assessment

3. Performance Objectives: List of agreed-upon objectives and KPIs from the start of the review period

4. Achievement Assessment: Evaluation of progress against set objectives, including quantitative metrics where applicable

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

6. Manager's Comments: Detailed feedback from the immediate supervisor on performance, strengths, and areas for improvement

7. Development Progress: Review of progress on personal development and training goals

8. Action Plan: Specific steps and recommendations for the remainder of the performance period

9. Acknowledgment: Signatures of employee, manager, and HR representative confirming the interim review discussion

Optional Sections

1. Peer Feedback: Input from colleagues and team members, used when 360-degree feedback is part of the process

2. Project-Specific Evaluation: Detailed assessment of specific projects, used for project-based roles

3. Client/Stakeholder Feedback: External feedback section, relevant for customer-facing roles

4. Career Progression Discussion: Discussion of promotion or role change possibilities, included when career advancement is being considered

5. Performance Improvement Plan: Detailed improvement requirements and timeline, included when performance is below expectations

Suggested Schedules

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

2. Schedule B - Competency Framework: Company's competency framework and rating criteria

3. Schedule C - Development Activities: List of training, courses, and development activities undertaken during the review period

4. Appendix 1 - Supporting Documentation: Any relevant certificates, commendations, or incident reports from the review period

5. Appendix 2 - Previous Action Items: Status update on action items from previous reviews or discussions

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

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Relevant Industries

Banking and Financial Services

Manufacturing

Technology

Healthcare

Education

Retail

Professional Services

Telecommunications

Public Sector

Energy and Utilities

Construction

Hospitality

Logistics and Transportation

Relevant Teams

Human Resources

Performance Management

Operations

Finance

Sales

Marketing

Information Technology

Legal

Administration

Research and Development

Customer Service

Quality Assurance

Production

Supply Chain

Relevant Roles

Human Resources Manager

Performance Management Specialist

Department Manager

Team Leader

Executive

Senior Manager

Director

Operations Manager

Project Manager

Supervisor

Line Manager

Department Head

Chief Executive Officer

Vice President

Regional Manager

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Authors

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