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Performance Management Form for Hong Kong

Performance Management Form Template for Hong Kong

A comprehensive performance evaluation document designed in compliance with Hong Kong employment laws and regulations, specifically structured to assess, document, and track employee performance against predetermined objectives and competencies. This form facilitates transparent communication between employees and management while maintaining proper documentation for HR purposes. It incorporates elements required by Hong Kong's employment legislation, including fair assessment criteria, anti-discrimination compliance, and personal data protection measures, while providing a framework for constructive feedback and professional development planning.

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What is a Performance Management Form?

The Performance Management Form serves as a crucial tool in maintaining structured employee evaluation processes within organizations operating in Hong Kong. It is designed to comply with Hong Kong's Employment Ordinance, Personal Data (Privacy) Ordinance, and various anti-discrimination ordinances. This document is typically used during regular performance review cycles (annual, semi-annual, or quarterly) to assess employee performance against set objectives, document achievements, identify areas for improvement, and plan professional development. It includes sections for objective setting, performance evaluation, competency assessment, and development planning, while ensuring fair and unbiased evaluation practices. The form plays a vital role in supporting HR decisions related to promotions, compensation adjustments, and career development opportunities.

What sections should be included in a Performance Management Form?

1. Employee Information: Basic details including employee name, ID, department, position, and reporting manager

2. Review Period: Specific time period covered by the performance review

3. Performance Objectives: Key performance indicators and goals set for the review period

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

5. Achievement Review: Assessment of actual performance against set objectives

6. Rating Scale: Definition and explanation of the performance rating system used

7. Overall Performance Rating: Final performance grade based on all evaluation criteria

8. Comments Section: Space for both manager and employee comments

9. Acknowledgment: Signatures of employee, manager, and HR representative confirming review completion

What sections are optional to include in a Performance Management Form?

1. Career Development Plan: Section for documenting career progression goals and development opportunities, recommended for companies with formal career development programs

2. Training Needs Analysis: Assessment of required training and skill development, useful for larger organizations with structured training programs

3. 360-Degree Feedback Summary: Incorporation of peer and subordinate feedback, suitable for organizations using comprehensive feedback systems

4. Project-Specific Evaluation: Detailed assessment of project-based work, relevant for project-oriented roles

5. Bonus/Compensation Review: Section linking performance to compensation, for organizations with performance-based pay structures

6. Past Performance History: Summary of previous evaluations, useful for tracking long-term progress

7. Language Proficiency Assessment: Evaluation of language skills, relevant for roles requiring multilingual capabilities

What schedules should be included in a Performance Management Form?

1. Performance Rating Guidelines: Detailed explanation of rating criteria and scoring methodology

2. Competency Framework: Comprehensive breakdown of required competencies and their assessment criteria

3. Goal-Setting Template: Template for setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) objectives

4. Development Resource Guide: List of available training programs, courses, and development resources

5. Performance Improvement Plan Template: Standard template for documenting performance improvement requirements and action plans

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

7. Department KPIs: List of department-specific key performance indicators

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

Hospitality

Construction

Transportation

Telecommunications

Public Sector

Non-Profit Organizations

Media and Entertainment

Real Estate

Relevant Teams

Human Resources

People Operations

Learning & Development

Talent Management

Employee Relations

Organizational Development

Performance Management

Compensation & Benefits

Senior Management

Department Leadership

Relevant Roles

HR Manager

HR Director

Performance Management Specialist

Talent Development Manager

Department Manager

Line Manager

Team Leader

Supervisor

HR Business Partner

Chief Human Resources Officer

Learning and Development Manager

Compensation and Benefits Manager

Employee Relations Manager

HR Coordinator

HR Administrator

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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