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Feedback And Coaching In Performance Management

Feedback And Coaching In Performance Management Template for New Zealand

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Feedback And Coaching In Performance Management

"I need a Feedback and Coaching Performance Management document for our medium-sized tech company based in Auckland, with specific emphasis on remote work performance management and integration with our new HR software platform to be implemented in March 2025."

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Document background
The Feedback and Coaching in Performance Management document serves as a foundational policy for organizations operating in New Zealand, establishing standardized procedures for performance management while ensuring compliance with local employment legislation. It is designed for use when organizations need to implement or update their performance management systems, providing comprehensive guidance on feedback mechanisms, coaching methodologies, and documentation requirements. The document addresses requirements under the Employment Relations Act 2000, Privacy Act 2020, and Human Rights Act 1993, while incorporating best practices in employee development and performance improvement. It is particularly valuable for organizations seeking to establish clear, fair, and legally compliant performance management processes that promote employee growth and organizational success.
Suggested Sections

1. Purpose and Scope: Outlines the document's objectives and who it applies to within the organization

2. Principles and Values: States the foundational principles of performance management and coaching, including commitment to fairness, development, and good faith

3. Definitions: Defines key terms used throughout the document including performance management, coaching, feedback, performance improvement plan, etc.

4. Roles and Responsibilities: Clearly defines the roles and responsibilities of managers, employees, and HR in the performance management process

5. Performance Management Cycle: Describes the regular cycle of performance reviews, including timing and frequency of formal and informal feedback

6. Feedback Guidelines: Outlines how to give and receive effective feedback, including principles of constructive feedback

7. Coaching Process: Details the coaching methodology, including preparation, execution, and follow-up

8. Documentation Requirements: Specifies how performance discussions and coaching sessions should be documented

9. Performance Improvement Process: Describes the steps taken when performance needs improvement

10. Review and Appeal Process: Outlines how employees can seek review of performance decisions

Optional Sections

1. Remote Performance Management: Guidelines for managing performance in remote or hybrid work environments

2. Cultural Considerations: Specific guidance for maintaining cultural sensitivity in feedback and coaching, particularly relevant for organizations with significant Māori or diverse workforce

3. Peer Feedback Process: Guidelines for incorporating peer feedback into performance management, suitable for organizations using 360-degree feedback

4. Talent Development Framework: Links between performance management and career development opportunities, suitable for larger organizations

5. Recognition and Rewards: Framework for linking performance outcomes to rewards and recognition, if applicable to the organization

Suggested Schedules

1. Performance Review Template: Standard template for documenting formal performance reviews

2. Coaching Session Template: Template for recording coaching sessions and agreed actions

3. Performance Improvement Plan Template: Standard format for documenting performance improvement requirements and progress

4. Feedback Guidelines Checklist: Quick reference guide for giving effective feedback

5. Meeting Record Template: Template for recording informal performance discussions

6. Performance Rating Scale: Detailed description of performance rating levels and criteria

7. Employee Self-Assessment Form: Template for employee self-evaluation prior to performance reviews

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
Performance Management
Feedback
Coaching
Performance Review
Performance Improvement Plan (PIP)
Key Performance Indicators (KPIs)
Development Goals
Constructive Feedback
Performance Rating
Good Faith
Competencies
Performance Cycle
Career Development Plan
Performance Standards
Coaching Session
Performance Metrics
Self-Assessment
Peer Review
360-Degree Feedback
Professional Development
Performance Gap
Review Period
Development Objectives
Performance Expectations
Natural Justice
Underperformance
Performance Coach
Line Manager
HR Representative
Training Plan
Performance Documentation
Formal Warning
Informal Feedback
Goal Setting
Performance Evaluation
Clauses
Purpose and Scope
Confidentiality
Privacy and Data Protection
Good Faith Obligations
Anti-Discrimination
Performance Review Process
Coaching Methodology
Feedback Guidelines
Documentation Requirements
Performance Metrics
Goal Setting
Performance Improvement Procedures
Employee Rights and Obligations
Manager Rights and Obligations
Review Frequency
Appeal Process
Record Keeping
Natural Justice
Cultural Sensitivity
Training and Support
Communication Guidelines
Dispute Resolution
Performance Rating System
Development Planning
Monitoring and Evaluation
Remedial Actions
Amendment Procedures
Professional Development
Review and Compliance
Relevant Industries

Professional Services

Financial Services

Healthcare

Education

Technology

Manufacturing

Retail

Public Sector

Non-Profit

Construction

Hospitality

Transportation and Logistics

Relevant Teams

Human Resources

People and Culture

Learning and Development

Employee Relations

Organizational Development

Senior Leadership

Middle Management

Performance Management

Talent Management

Relevant Roles

Chief Executive Officer

Human Resources Director

Performance Management Specialist

Department Manager

Team Leader

Line Manager

HR Business Partner

Training and Development Manager

Organizational Development Specialist

Employee Relations Manager

People and Culture Manager

Performance Coach

Talent Development Specialist

Industries
Employment Relations Act 2000: Primary legislation governing employment relationships in New Zealand, particularly focusing on good faith obligations, fair procedures, and consultation requirements in performance management processes
Privacy Act 2020: Regulates how personal information is collected, used, stored and disclosed, which is crucial for maintaining confidentiality in performance reviews and coaching documentation
Human Rights Act 1993: Ensures performance management processes are free from discrimination based on protected characteristics such as age, gender, ethnicity, disability, or religious beliefs
Protected Disclosures (Protection of Whistleblowers) Act 2022: Protects employees who raise legitimate concerns during performance processes and ensures they are not subjected to retaliation
Health and Safety at Work Act 2015: Considers workplace stress and psychological health aspects that may arise during performance management processes
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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