The Performance Review Form serves as a crucial document for conducting formal employee evaluations in the United Arab Emirates. It is designed to comply with UAE Federal Law No. 33 of 2021 and related employment regulations, providing organizations with a structured approach to performance management. The form should be used during regular performance review cycles (typically annual or bi-annual) to evaluate employee achievements, set objectives, and document development needs. It captures essential performance metrics, behavioral competencies, and future development plans while maintaining documentation required under UAE labor laws. This document is particularly important as it can serve as official documentation in employment-related decisions and potential disputes, making it essential for the form to be comprehensive, fair, and compliant with local regulations.
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1. Employee Information: Basic details including employee name, ID number, department, position, date of joining, and review period
2. Performance Rating Scale: Clear explanation of the rating system used (typically 1-5 or equivalent) with detailed descriptions of each rating level
3. Key Performance Indicators (KPIs): Assessment of predetermined performance objectives and targets, including both quantitative and qualitative measures
4. Core Competencies Evaluation: Assessment of essential job-related skills, behaviors, and competencies required for the role
5. Overall Performance Summary: Comprehensive summary of the employee's performance, including main achievements and areas for improvement
6. Future Development Plan: Specific goals and development objectives for the next review period
7. Employee Self-Assessment: Section for employee to provide their own assessment of their performance and achievements
8. Manager's Comments: Detailed feedback from the immediate supervisor or manager
9. Acknowledgment and Signatures: Space for both employee and manager signatures, dates, and any additional comments
1. 360-Degree Feedback Summary: Additional feedback from peers, subordinates, and other stakeholders - used for senior positions or when comprehensive feedback is required
2. Project-Specific Evaluation: Detailed assessment of specific projects handled during the review period - used for project-based roles
3. Training and Certification Record: Overview of training completed and certifications obtained - used when professional development is a key focus
4. Sales/Revenue Performance: Specific metrics related to sales targets and revenue generation - used for sales and revenue-generating positions
5. Leadership Assessment: Evaluation of leadership capabilities and team management - used for managerial positions
1. Schedule A - Performance Metrics Definition: Detailed definitions and calculations for each performance metric used in the evaluation
2. Schedule B - Job Description and KPI Targets: Current job description and specific KPI targets set for the review period
3. Schedule C - Previous Review Summary: Summary of the previous performance review and progress on identified development areas
4. Appendix 1 - Supporting Documentation: Any relevant certificates, awards, or documentation supporting the performance review
5. Appendix 2 - Development Plan Template: Structured template for creating and tracking development goals
Relevant legal definitions
Appraisal Period
Assessment Criteria
Competencies
Core Values
Development Plan
Employee
Evaluator
Goals
Immediate Supervisor
Key Performance Indicators (KPIs)
Performance Improvement Plan (PIP)
Performance Rating
Performance Standards
Review Cycle
Rating Scale
Self-Assessment
Skills Matrix
Target Achievement
Training Needs
360-Degree Feedback
Behavioral Indicators
Career Development
Exceptional Performance
Meets Expectations
Needs Improvement
Objectives
Performance Metrics
Professional Development
Strategic Goals
Unsatisfactory Performance
Assessment Criteria
Competencies
Core Values
Development Plan
Employee
Evaluator
Goals
Immediate Supervisor
Key Performance Indicators (KPIs)
Performance Improvement Plan (PIP)
Performance Rating
Performance Standards
Review Cycle
Rating Scale
Self-Assessment
Skills Matrix
Target Achievement
Training Needs
360-Degree Feedback
Behavioral Indicators
Career Development
Exceptional Performance
Meets Expectations
Needs Improvement
Objectives
Performance Metrics
Professional Development
Strategic Goals
Unsatisfactory Performance
Clauses
Confidentiality
Data Protection
Performance Criteria
Rating Methodology
Evaluation Process
Review Period
Performance Standards
Goal Setting
Feedback Process
Development Planning
Grievance Procedure
Documentation Requirements
Review Frequency
Assessment Rights
Appeal Process
Signature Requirements
Record Retention
Performance Consequences
Modification Rights
Non-Discrimination
Employee Rights
Review Objectives
Training Commitments
Career Development
Data Protection
Performance Criteria
Rating Methodology
Evaluation Process
Review Period
Performance Standards
Goal Setting
Feedback Process
Development Planning
Grievance Procedure
Documentation Requirements
Review Frequency
Assessment Rights
Appeal Process
Signature Requirements
Record Retention
Performance Consequences
Modification Rights
Non-Discrimination
Employee Rights
Review Objectives
Training Commitments
Career Development
Relevant Industries
Banking and Financial Services
Real Estate and Construction
Healthcare
Technology and telecommunications
Retail and Consumer Goods
Energy and Utilities
Professional Services
Manufacturing
Education
Hospitality and Tourism
Media and Entertainment
Transportation and Logistics
Government and Public Sector
Relevant Teams
Human Resources
People Operations
Learning & Development
Employee Relations
Talent Management
Performance Management
Organizational Development
HR Operations
HR Administration
Compensation & Benefits
Relevant Roles
Human Resources Manager
HR Director
HR Business Partner
Performance Management Specialist
Talent Development Manager
Department Manager
Team Leader
Chief Executive Officer
Chief Human Resources Officer
Operations Manager
Learning and Development Manager
Compensation and Benefits Manager
HR Coordinator
Employee Relations Manager
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