The Performance Review Form serves as a critical tool for organizations operating in Qatar to conduct and document employee evaluations in compliance with local labor laws. This document is essential for maintaining accurate employment records as required by Qatar Labor Law (Law No. 14 of 2004) and subsequent amendments. The form should be used during regular performance review cycles, typically conducted annually or bi-annually, to assess employee achievements, set future goals, and document development needs. It includes comprehensive evaluation criteria, rating scales, and space for feedback from both evaluator and employee, ensuring a fair and transparent review process while meeting Qatar's employment documentation requirements.
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1. Employee Information: Basic details including employee name, ID number, department, position, and review period
2. Performance Rating Scale: Explanation of the rating system used (typically 1-5 or equivalent) with clear definitions for each rating level
3. Key Performance Indicators (KPIs): Assessment of specific, measurable performance targets and objectives set for the review period
4. Core Competencies Evaluation: Assessment of fundamental skills and behaviors required for the role
5. Achievement Summary: Overview of major accomplishments and projects completed during the review period
6. Areas for Improvement: Identification of skills, competencies, or performance areas needing development
7. Development Plan: Specific actions and goals for professional development in the next review period
8. Overall Performance Rating: Final evaluation score with supporting justification
9. Acknowledgment and Signatures: Space for employee and reviewer signatures, dates, and comments
1. Peer Review Input: Additional section for including feedback from colleagues and team members, useful for collaborative roles
2. Project-Specific Evaluation: Detailed assessment of specific project performance, relevant for project-based roles
3. Technical Skills Assessment: Detailed evaluation of role-specific technical competencies, important for technical positions
4. Leadership Competencies: Evaluation of leadership capabilities, necessary for management positions
5. Client/Customer Feedback: Integration of client or customer feedback, relevant for customer-facing roles
6. Language Skills Assessment: Evaluation of language proficiency, important for roles requiring multiple language capabilities
1. Performance Metrics Schedule: Detailed breakdown of quantitative performance metrics and calculations
2. Competency Framework: Detailed descriptions of each competency and their assessment criteria
3. Development Resources: List of available training programs, courses, and development opportunities
4. Previous Review Summary: Overview of past performance reviews and progress against previous development plans
5. Job Description: Current job description and key responsibilities against which performance is measured
Authors
Relevant legal definitions
Clauses
Relevant Industries
Banking & Financial Services
Oil & Gas
Construction
Healthcare
Education
Hospitality & Tourism
Information Technology
Retail
Manufacturing
Professional Services
Government & Public Sector
Telecommunications
Real Estate & Property
Transportation & Logistics
Relevant Teams
Human Resources
Performance Management
Training & Development
Operations
Senior Management
Talent Management
Employee Relations
Organizational Development
Compensation & Benefits
Corporate Services
Relevant Roles
Human Resources Director
HR Manager
Department Manager
Team Leader
Project Manager
Performance Management Specialist
Training & Development Manager
Talent Management Coordinator
Operations Manager
Line Manager
Division Head
Chief Executive Officer
Managing Director
Department Supervisor
HR Business Partner
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