Employee Appraisal Template for New Zealand

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Key Requirements PROMPT example:

Employee Appraisal

"I need a comprehensive Employee Appraisal template for our tech startup that includes sections for technical skill evaluation and project-based performance metrics, with flexibility to accommodate quarterly reviews starting January 2025."

Document background

The Employee Appraisal document serves as a critical tool in performance management and employee development within New Zealand organizations. It is designed to be used during formal performance review periods, typically conducted annually or bi-annually, with provision for interim reviews as needed. The document ensures compliance with New Zealand employment legislation, particularly the Employment Relations Act 2000, while facilitating constructive dialogue between employees and managers. It captures essential information including performance assessments, goal achievement, future objectives, development needs, and both employee and manager feedback. This structured approach helps organizations maintain consistent evaluation practices, document performance histories, and support fair employment decisions while promoting employee growth and engagement.

Suggested Sections

1. Employee Information: Basic details including employee name, position, department, and employment duration

2. Appraisal Period: Timeframe covered by the evaluation and date of review

3. Performance Criteria: Key performance indicators and competencies being evaluated

4. Achievement of Previous Goals: Review of objectives set in the previous appraisal period and extent of achievement

5. Current Performance Assessment: Detailed evaluation of performance across key areas including technical skills, soft skills, and role-specific competencies

6. Future Goals and Objectives: SMART goals and development objectives for the next period

7. Training and Development Needs: Identified areas for skill enhancement and professional development

8. Employee Comments: Space for employee feedback and self-assessment

9. Manager Comments: Overall assessment and specific feedback from the manager

10. Acknowledgment and Signatures: Formal acknowledgment of the appraisal by both parties with dates

Optional Sections

1. Salary Review: Section for documenting salary discussions and decisions - include when appraisal is linked to compensation review

2. Career Progression Plan: Discussion of career advancement opportunities - include for mid to senior-level employees or high performers

3. Performance Improvement Plan: Detailed action plan for addressing performance issues - include when significant improvement is required

4. Project-Specific Evaluation: Assessment of specific project contributions - include for project-based roles

5. Leadership Assessment: Evaluation of leadership capabilities - include for management positions

6. Health and Safety Compliance: Review of health and safety responsibilities - include for roles with specific H&S duties

Suggested Schedules

1. Performance Rating Scale: Detailed explanation of the rating system used in the evaluation

2. Core Competency Framework: Breakdown of expected competencies for the role level

3. KPI Measurement Criteria: Specific metrics and measurement methods for each KPI

4. Development Resources: List of available training and development opportunities

5. Previous Appraisal Summary: Brief overview of last period's evaluation for reference

6. Goal Setting Template: Structured template for documenting SMART objectives

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

Clauses

Relevant Industries

Technology

Financial Services

Healthcare

Education

Manufacturing

Retail

Professional Services

Public Sector

Non-Profit

Construction

Hospitality

Agriculture

Mining

Transportation

Media and Entertainment

Relevant Teams

Human Resources

People Operations

Talent Management

Learning and Development

Performance Management

Senior Leadership

Operations

Administration

Relevant Roles

Human Resources Manager

HR Business Partner

People Operations Manager

Performance Management Specialist

Talent Development Manager

Line Manager

Department Manager

Team Leader

Supervisor

Chief Executive Officer

Chief Human Resources Officer

Department Head

Operations Manager

Executive Assistant

Office Manager

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Authors

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