The Coaching Evaluation document is essential for organizations and individuals providing or receiving coaching services in Hong Kong. It serves as a formal framework for assessing coaching effectiveness, maintaining quality standards, and ensuring professional accountability. This document is particularly relevant when establishing new coaching relationships, reviewing existing coaching programs, or implementing organizational coaching initiatives. The evaluation framework must comply with Hong Kong's legal requirements, including data privacy laws and employment regulations, while incorporating industry best practices for coaching assessment. It typically includes detailed evaluation criteria, performance metrics, feedback mechanisms, and development planning components, making it suitable for both individual coaching arrangements and organizational coaching programs.
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1. Parties: Identifies the evaluator, coach being evaluated, and any other relevant parties (e.g., organization)
2. Background: Outlines the context of the coaching relationship and purpose of the evaluation
3. Definitions: Defines key terms used throughout the document including evaluation metrics, performance indicators, and technical terms
4. Evaluation Purpose and Scope: Details the objectives of the evaluation and its boundaries
5. Evaluation Criteria: Specifies the standards and metrics against which coaching performance will be assessed
6. Evaluation Process: Describes the step-by-step procedure for conducting the evaluation
7. Timeline and Frequency: Establishes when and how often evaluations will be conducted
8. Feedback Mechanism: Details how feedback will be provided and documented
9. Confidentiality: Specifies how evaluation data and results will be handled and protected
10. Data Protection: Outlines compliance with Hong Kong's Personal Data (Privacy) Ordinance
1. Appeals Process: Optional section detailing procedures for challenging evaluation results, recommended for formal organizational settings
2. Performance Improvement Plan: Optional section outlining processes for addressing identified areas of improvement, useful when evaluation is tied to development goals
3. Client Feedback Integration: Optional section for including client feedback in the evaluation process, relevant when client satisfaction is a key metric
4. Compensation Link: Optional section describing how evaluation results relate to compensation, relevant when evaluation affects payment terms
5. Professional Development Goals: Optional section linking evaluation to professional development objectives, useful for long-term coaching relationships
1. Schedule 1: Evaluation Criteria Matrix: Detailed breakdown of evaluation criteria and scoring methodology
2. Schedule 2: Evaluation Timeline: Specific dates and deadlines for the evaluation process
3. Schedule 3: Feedback Forms: Standard forms and templates used in the evaluation process
4. Appendix A: Code of Ethics: Reference to applicable coaching ethics standards
5. Appendix B: Data Protection Protocol: Detailed procedures for handling personal and evaluation data
6. Appendix C: Sample Reports: Templates and examples of evaluation reports
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