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Final Feedback For Performance Review for Hong Kong

Final Feedback For Performance Review Template for Hong Kong

A comprehensive performance evaluation document compliant with Hong Kong employment laws that formally records an employee's performance assessment for a specified review period. The document incorporates detailed feedback on achievement of objectives, competency evaluations, and future performance expectations while ensuring compliance with the Employment Ordinance (Cap. 57) and Personal Data (Privacy) Ordinance (Cap. 486). It serves as an official record of performance discussions, agreed-upon action items, and forms the basis for employment decisions including compensation, promotion, or performance improvement measures.

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What is a Final Feedback For Performance Review?

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.

What sections should be included in a Final Feedback For Performance Review?

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

What sections are optional to include in a Final Feedback For Performance Review?

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

What schedules should be included in a Final Feedback For Performance Review?

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

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

Demand Letter

Cost

Free to use
Relevant legal definitions






























Clauses

























Relevant Industries

Financial Services

Technology

Manufacturing

Retail

Healthcare

Education

Professional Services

Hospitality

Construction

Telecommunications

Media & Entertainment

Real Estate

Transportation & Logistics

Energy & Utilities

Government & Public Sector

Relevant Teams

Human Resources

Legal

Finance

Operations

Information Technology

Sales

Marketing

Customer Service

Research & Development

Product Development

Quality Assurance

Administration

Facilities Management

Supply Chain

Business Development

Relevant Roles

Chief Executive Officer

Managing Director

Department Director

Senior Manager

Manager

Team Leader

Supervisor

HR Director

HR Manager

HR Business Partner

Performance Management Specialist

Talent Development Manager

Employee Relations Manager

Professional Staff

Technical Specialist

Administrative Staff

Operations Staff

Entry-level Employee

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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