Team Feedback Form Template for New Zealand

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Key Requirements PROMPT example:

Team Feedback Form

"I need a comprehensive Team Feedback Form for a technology startup with 50 employees, incorporating both performance metrics and cultural fit evaluation, with special emphasis on remote work capabilities for our quarterly reviews starting January 2025."

Document background

The Team Feedback Form is designed to facilitate effective performance evaluation and professional development in New Zealand workplaces. It aligns with New Zealand employment law requirements, including the Employment Relations Act 2000 and Privacy Act 2020, ensuring fair and transparent feedback processes. This document is typically used during regular performance reviews, quarterly check-ins, or specific feedback sessions. The form captures essential performance metrics, achievements, areas for development, and future goals while maintaining appropriate documentation for HR purposes. It includes provisions for both quantitative ratings and qualitative feedback, supporting constructive dialogue between managers and employees. The structure ensures consistency in feedback delivery across the organization while allowing flexibility for different roles and departments.

Suggested Sections

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

2. Reviewer Information: Details of the person providing feedback, including name, position, and relationship to employee

3. Performance Ratings: Standardized rating scale (e.g., 1-5) across key performance areas such as job knowledge, quality of work, communication, and teamwork

4. Achievement of Objectives: Assessment of previously set goals and objectives, including specific examples

5. Strengths and Accomplishments: Specific examples of positive contributions and areas of excellence

6. Areas for Development: Constructive feedback on areas requiring improvement, with specific examples

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

8. Overall Performance Summary: General assessment and summary of the employee's overall performance

9. Acknowledgment and Signatures: Space for both reviewer and employee to sign and date, acknowledging the feedback discussion

Optional Sections

1. 360-Degree Feedback Summary: Additional section for incorporating feedback from peers, subordinates, and other stakeholders

2. Project-Specific Performance: Detailed evaluation of performance on specific major projects during the review period

3. Training and Development Needs: Specific section focusing on identifying training requirements and professional development opportunities

4. Values and Culture Alignment: Assessment of how well the employee demonstrates company values and contributes to culture

5. Self-Assessment: Space for employee's own assessment of their performance and achievements

Suggested Schedules

1. Performance Rating Scale Guide: Detailed explanation of the rating scale and criteria for each level

2. Competency Framework: Detailed breakdown of core competencies and expected behaviors for the role

3. Previous Goals Review: Documentation of goals set in previous review period and their outcomes

4. Development Plan Template: Structured template for recording agreed development actions and timeline

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

Transportation

Media and Entertainment

Telecommunications

Relevant Teams

Human Resources

People Operations

Learning & Development

Performance Management

Operations

Senior Leadership

Department Management

Project Management

Talent Management

Relevant Roles

HR Manager

HR Director

People Operations Manager

Performance Management Specialist

Learning and Development Manager

Department Manager

Team Leader

Supervisor

Chief Executive Officer

Department Head

Line Manager

Project Manager

Human Resources Business Partner

Talent Development Specialist

Operations Manager

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Authors

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