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General Performance Evaluation Form

General Performance Evaluation Form Template for Hong Kong

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Key Requirements PROMPT example:

General Performance Evaluation Form

"I need a General Performance Evaluation Form for a technology company in Hong Kong, specifically designed for software developers, with emphasis on technical skills assessment and project delivery metrics, to be implemented by March 2025."

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Document background
The General Performance Evaluation Form is essential for organizations operating in Hong Kong to maintain consistent and fair employee assessment practices. This document is typically used during regular performance reviews (annual, semi-annual, or quarterly) to evaluate employee performance, document achievements, set future goals, and identify development opportunities. It is designed to comply with Hong Kong's employment legislation, including the Employment Ordinance (Cap. 57) and various anti-discrimination ordinances. The form captures crucial information about employee performance metrics, competencies, and development plans while ensuring data privacy compliance under the Personal Data (Privacy) Ordinance. It serves as an official record of performance discussions and can be referenced for employment decisions, professional development planning, and succession management.
Suggested Sections

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

2. Performance Metrics: Key performance indicators and objectives being evaluated

3. Rating Scale Definition: Clear explanation of the rating system used (e.g., 1-5 scale, descriptions of each level)

4. Core Competencies Assessment: Evaluation of fundamental skills and behaviors required for the role

5. Goals Achievement: Assessment of performance against previously set goals and targets

6. Overall Performance Rating: Summary evaluation combining all assessment areas

7. Comments and Feedback: Section for detailed comments from the evaluator

8. Development Plan: Future goals and areas for improvement

9. Acknowledgment: Signatures of employee, evaluator, and HR representative with dates

Optional Sections

1. Self-Assessment: Section for employee to provide their own performance evaluation, useful for organizations promoting two-way dialogue

2. Project-Specific Evaluation: Additional section for evaluating specific projects or initiatives, relevant for project-based roles

3. 360-Degree Feedback Summary: Section incorporating feedback from peers, subordinates, and other stakeholders, suitable for management positions

4. Technical Skills Assessment: Detailed evaluation of role-specific technical capabilities, important for technical positions

5. Language Proficiency: Assessment of language skills, particularly relevant for customer-facing or international roles

6. Sales/Revenue Metrics: Specific section for sales performance and revenue generation, applicable for sales roles

7. Safety and Compliance: Additional evaluation of safety protocols and regulatory compliance, crucial for industrial or regulated sectors

Suggested Schedules

1. Schedule A - Rating Scale Guide: Detailed guide explaining the rating scale with examples for each level

2. Schedule B - Core Competencies Framework: Detailed descriptions of each core competency and expected behaviors

3. Schedule C - Goal Setting Template: Template for documenting specific, measurable goals for the next review period

4. Appendix 1 - Performance Improvement Plan Template: Standard template for documenting specific improvement actions when needed

5. Appendix 2 - Development Resources: List of available training and development resources

6. Appendix 3 - Job Description: Current job description against which performance is evaluated

Authors

Alex Denne

Head of Growth (Open Source Law) @ ¶¶Òõ¶ÌÊÓƵ | 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






























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Relevant Industries

Financial Services

Technology

Manufacturing

Retail

Healthcare

Education

Professional Services

Hospitality

Construction

Logistics and Transportation

Real Estate

Telecommunications

Public Sector

Non-Profit Organizations

Media and Entertainment

Relevant Teams

Human Resources

Management

Operations

Administration

Performance Management

Talent Development

Learning & Development

Employee Relations

Organizational Development

Compensation & Benefits

Relevant Roles

Human Resources Manager

HR Director

Department Manager

Team Leader

Supervisor

Chief Executive Officer

Managing Director

Operations Manager

Project Manager

Line Manager

Performance Management Specialist

Talent Development Manager

Department Head

Regional Manager

Branch Manager

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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