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Appraisal Form for Hong Kong

Appraisal Form Template for Hong Kong

A comprehensive employee performance appraisal form designed in compliance with Hong Kong employment laws and regulations, including the Employment Ordinance (Cap. 57) and Personal Data (Privacy) Ordinance (Cap. 486). This document provides a structured framework for evaluating employee performance, setting objectives, and planning professional development while ensuring fair and objective assessment practices. It incorporates both quantitative and qualitative evaluation metrics, allows for employee feedback, and maintains proper documentation of performance reviews in accordance with Hong Kong's legal requirements for employment records.

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What is a Appraisal Form?

This Appraisal Form is designed for use in Hong Kong-based organizations to facilitate regular performance reviews and employee development discussions. The document complies with Hong Kong's employment legislation, including the Employment Ordinance (Cap. 57) and various anti-discrimination ordinances. It serves as an official record of employee performance evaluation, capturing key performance indicators, competencies, achievements, and development needs. The form should be used during formal performance review periods (typically annual or semi-annual) and helps maintain clear documentation of employee progress, goal-setting, and performance expectations. It supports fair and transparent evaluation processes while protecting both employer and employee interests under Hong Kong law.

What sections should be included in a Appraisal Form?

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

2. Performance Ratings Scale: Clear explanation of the rating system used (e.g., 1-5 scale with definitions for each rating level)

3. Key Performance Indicators (KPIs): Assessment of measurable performance targets and objectives set for the review period

4. Core Competencies Evaluation: Assessment of essential skills, behaviors, and competencies required for the role

5. Achievement Summary: Overview of key accomplishments and contributions during the review period

6. Areas for Improvement: Identification of skills, competencies, or performance areas requiring development

7. Overall Performance Rating: Final assessment combining all evaluation components

8. Future Goals and Objectives: Setting of new performance targets and development goals for the next review period

9. Employee Comments: Space for employee to provide feedback on the evaluation and add their perspectives

10. Acknowledgment and Signatures: Section for both evaluator and employee to sign and date the form, confirming review completion

What sections are optional to include in a Appraisal Form?

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

2. Project-Specific Evaluation: Detailed assessment of specific projects handled during the review period, relevant for project-based roles

3. Leadership Assessment: Evaluation of leadership capabilities and team management skills, applicable for managerial positions

4. Technical Skills Assessment: Detailed evaluation of specific technical skills, relevant for technical or specialized roles

5. Client/Customer Feedback: Incorporation of client or customer feedback, relevant for customer-facing roles

6. Training Recommendations: Specific training and development recommendations, used when significant skill gaps are identified

7. Compensation Review: Section for salary review and bonus recommendations, used when appraisal is directly linked to compensation decisions

What schedules should be included in a Appraisal Form?

1. Performance Metrics Details: Detailed breakdown of KPIs and performance metrics with specific targets and achievements

2. Competency Framework: Detailed description of competencies and behaviors expected at different performance levels

3. Development Plan: Detailed action plan for addressing development needs and career progression

4. Previous Review Summary: Summary of previous appraisal results and progress on past development goals

5. Supporting Documentation: Any additional documents evidencing performance, including certificates, awards, or recognition received

Authors

Alex Denne

Head of Growth (Open Source Law) @ Ƶ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Jurisdiction

Hong Kong

Publisher

Ƶ

Document Type

Evaluation Form

Cost

Free to use
Relevant legal definitions






























Clauses




















Relevant Industries

Financial Services

Technology

Manufacturing

Retail

Healthcare

Education

Professional Services

Construction

Hospitality

Logistics

Real Estate

Media and Entertainment

Telecommunications

Non-Profit

Government Services

Relevant Teams

Human Resources

Finance

Legal

Operations

Information Technology

Sales

Marketing

Customer Service

Research and Development

Product Development

Quality Assurance

Administration

Business Development

Corporate Communications

Strategy

Relevant Roles

Chief Executive Officer

Chief Financial Officer

Human Resources Director

Department Manager

Team Leader

Project Manager

Software Developer

Financial Analyst

Marketing Executive

Sales Representative

Customer Service Representative

Administrative Assistant

Operations Manager

Research Analyst

Legal Counsel

Product Manager

Business Development Manager

Account Executive

Quality Assurance Specialist

Technical Support Engineer

Industries








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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