The Employee Appraisal Form is a fundamental HR document used in Irish organizations to facilitate regular performance reviews and employee development discussions. This document is designed to comply with Irish employment law, including the Employment Equality Acts 1998-2015 and GDPR requirements. The form should be used during formal performance review periods (typically annually or bi-annually) to document employee performance, set objectives, identify development needs, and record both manager and employee feedback. It serves as an official record of performance discussions and agreements, supporting fair and transparent performance management processes while providing documentation for HR records and potential future reference.
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1. Employee Information: Basic details including employee name, employee ID, department, position, and length of service
2. Appraisal Period: Time period covered by the assessment, including review date and next review date
3. Performance Objectives Review: Assessment of previously set objectives and extent of achievement
4. Core Competencies Evaluation: Rating and comments on key competencies such as job knowledge, quality of work, communication, teamwork, and initiative
5. Overall Performance Rating: Summary rating scale (e.g., Exceeds Expectations, Meets Expectations, Needs Improvement) with justification
6. Future Objectives: Setting of SMART objectives for the next review period
7. Development Needs: Identification of training and development requirements
8. Employee Comments: Space for employee to provide feedback and comments on the appraisal
9. Manager Comments: Space for manager's overall comments and recommendations
10. Sign-off Section: Signatures of employee, manager, and HR representative with dates, confirming discussion and receipt of appraisal
1. 360-Degree Feedback Summary: Summary of feedback from peers, subordinates, and other stakeholders - used in organizations implementing 360-degree feedback systems
2. Project-Specific Achievements: Detailed review of specific project contributions - relevant for project-based roles
3. Sales/Revenue Metrics: Quantitative performance indicators - specific to sales and revenue-generating positions
4. Leadership Assessment: Evaluation of leadership capabilities - applicable for management positions
5. Technical Skills Assessment: Detailed evaluation of technical competencies - relevant for technical roles
6. Career Progression Plan: Discussion of career advancement opportunities - used in organizations with formal career development programs
1. Performance Rating Scale Guide: Detailed explanation of the rating system and criteria for each performance level
2. Competency Framework: Detailed descriptions of core competencies and behavioral indicators
3. Personal Development Plan Template: Structured template for recording agreed development actions and timelines
4. Previous Objectives Review: Record of objectives set in the previous appraisal period and their outcomes
Authors
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Healthcare
Manufacturing
Retail
Professional Services
Education
Public Sector
Hospitality
Construction
Non-Profit
Telecommunications
Pharmaceutical
Energy
Transportation
Relevant Teams
Human Resources
People Operations
Learning & Development
Talent Management
Performance Management
Operations
Senior Leadership
Department Management
Employee Relations
Relevant Roles
Human Resources Manager
HR Director
HR Business Partner
Department Manager
Line Manager
Team Leader
Senior Manager
Chief Human Resources Officer
HR Coordinator
Performance Management Specialist
Training and Development Manager
Talent Management Director
Operations Manager
Regional Manager
Branch Manager
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