Peer Feedback Form Template for New Zealand

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Key Requirements PROMPT example:

Peer Feedback Form

"I need a Peer Feedback Form for our software development company that focuses heavily on technical skills assessment and cross-team collaboration, with specific sections for evaluating contributions to our Q1 2025 product launch."

Document background

The Peer Feedback Form is designed to facilitate objective and constructive peer-to-peer evaluation in New Zealand workplaces. This document is typically used during performance review cycles, project completions, or specific feedback initiatives, enabling organizations to gather valuable insights about employee performance from their colleagues. The form complies with New Zealand's Privacy Act 2020 and Employment Relations Act 2000, ensuring proper handling of personal information and maintaining fair employment practices. It includes sections for rating core competencies, documenting specific examples of performance, and providing development-focused feedback. The structured format helps minimize bias and ensures consistency across different reviewers while promoting a culture of constructive feedback and continuous improvement.

Suggested Sections

1. Employee Information: Basic details of the employee being reviewed including name, position, department, and review period

2. Reviewer Information: Details of the peer providing feedback including name, position, and working relationship with reviewee

3. Confidentiality Statement: Declaration regarding the confidential nature of the feedback and how the information will be used

4. Core Competencies Assessment: Evaluation of fundamental workplace competencies such as communication, teamwork, and reliability

5. Performance Indicators: Rating of specific job-related skills and behaviors relevant to the employee's role

6. Strengths and Achievements: Section for highlighting specific positive contributions and strong performance areas

7. Areas for Development: Constructive feedback on areas where improvement could benefit the employee and team

8. Overall Comments: Space for general observations and additional context for the feedback provided

9. Declaration: Confirmation that the feedback is honest, fair, and based on direct observation or experience

Optional Sections

1. Project-Specific Performance: Used when feedback is needed on specific projects or initiatives the employee has been involved in

2. Leadership Capabilities: Optional section for evaluating leadership qualities, relevant for employees in or being considered for leadership roles

3. Cross-functional Collaboration: For employees who work across multiple teams or departments, evaluating their effectiveness in cross-team scenarios

4. Innovation and Initiative: Section focusing on creative problem-solving and self-directed improvements, relevant for roles requiring innovation

5. Technical Skills Assessment: Detailed evaluation of role-specific technical capabilities, used for specialized positions

Suggested Schedules

1. Rating Scale Guide: Detailed explanation of the rating system used in the assessment, ensuring consistency across reviewers

2. Competency Framework: Detailed descriptions of each competency being assessed and examples of performance at different levels

3. Behavioral Examples: Reference guide with specific examples of behaviors that demonstrate different performance levels

4. Feedback Guidelines: Instructions for providing constructive feedback and avoiding common biases

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

Professional Services

Manufacturing

Retail

Public Sector

Non-profit

Construction

Telecommunications

Media and Entertainment

Legal Services

Consulting

Relevant Teams

Human Resources

People and Culture

Learning and Development

Organizational Development

Employee Relations

Performance Management

Talent Management

Training and Development

Leadership Development

Corporate Operations

Relevant Roles

Human Resources Manager

HR Business Partner

Performance Management Specialist

Learning and Development Manager

Talent Development Coordinator

Department Manager

Team Leader

Project Manager

Operations Manager

Chief Human Resources Officer

People and Culture Manager

Employee Relations Specialist

Organizational Development Consultant

HR Director

Training Coordinator

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Authors

Alex Denne

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