The Final Feedback For Performance Review document is a crucial employment record used at the conclusion of a performance review cycle in Hong Kong. It serves as the definitive record of an employee's performance assessment, typically conducted annually or bi-annually, and must comply with Hong Kong's Employment Ordinance and data privacy laws. This document captures the formal evaluation of an employee's performance against pre-established objectives, core competencies, and organizational values. It includes specific ratings, detailed feedback, achievement records, areas for development, and future performance expectations. The document forms part of the employee's official personnel file and can be referenced for employment decisions, salary reviews, promotions, or performance improvement measures. Given its significance in employment matters, it must be carefully drafted to ensure fairness, objectivity, and compliance with anti-discrimination legislation.
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1. Employee and Reviewer Information: Details of the employee being reviewed and the reviewer(s), including names, positions, departments, and employee ID numbers
2. Review Period: Specific time period covered by the performance review
3. Performance Objectives Review: Assessment of performance against previously set objectives and KPIs
4. Core Competencies Evaluation: Evaluation of essential skills and behaviors required for the role
5. Key Achievements: Notable accomplishments during the review period
6. Areas for Improvement: Specific aspects where development is needed
7. Overall Performance Rating: Final performance grade or rating according to company scale
8. Future Objectives: Goals and objectives for the next review period
9. Employee Comments: Space for employee's response to the review
10. Acknowledgment and Signatures: Formal signing section for employee, reviewer, and HR representative
1. Salary Review Recommendation: Used when performance review is linked to compensation decisions
2. Career Development Plan: Included when discussing long-term career progression and development opportunities
3. Performance Improvement Plan: Required for employees who need specific guidance for improvement
4. Disciplinary Actions: Included if any formal warnings or disciplinary measures were issued during the review period
5. Training Recommendations: Specific training or development programs recommended for the employee
6. 360-Degree Feedback Summary: When feedback from multiple stakeholders has been collected
1. Performance Metrics Detail: Detailed breakdown of performance scores across all evaluation criteria
2. Previous Review Summary: Summary of last performance review for progress comparison
3. Supporting Documentation: Evidence of achievements, incidents, or performance issues referenced in the review
4. Competency Framework: Company's competency framework used for evaluation
5. Performance Rating Scale: Detailed explanation of the company's performance rating system
6. Development Resources: List of available training and development resources related to improvement areas
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