This document serves as a foundational template for implementing Formal Performance Appraisals within organizations operating in Hong Kong. It is designed to be used when establishing or updating performance evaluation systems, ensuring compliance with Hong Kong employment legislation while incorporating best practices in performance management. The document addresses key requirements for fair and objective employee assessment, including protection against discrimination, data privacy considerations, and employee rights under Hong Kong law. It provides comprehensive guidance on conducting performance reviews, documenting outcomes, and managing performance-related decisions, while maintaining alignment with local business practices and cultural considerations. The framework is particularly relevant in the context of Hong Kong's dynamic business environment, where structured performance management systems are increasingly important for talent retention and development.
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1. Purpose and Scope: Defines the purpose of the performance appraisal system and its application across the organization
2. Evaluation Period: Specifies the timeframe covered by the appraisal and frequency of reviews
3. Performance Criteria: Details the key performance indicators (KPIs) and competencies being evaluated
4. Rating Scale: Explains the rating system and scoring methodology used in the evaluation
5. Review Process: Outlines the steps involved in conducting the performance appraisal
6. Documentation Requirements: Specifies the forms and records to be maintained throughout the process
7. Employee Rights and Responsibilities: Details the rights of employees during the appraisal process, including right to feedback and appeal
8. Manager Responsibilities: Outlines the duties and obligations of managers in conducting fair and objective evaluations
9. Confidentiality: Addresses the handling and protection of performance-related information
10. Review Outcomes: Describes how appraisal results will be used for development, compensation, and career progression
1. Probationary Review Process: Special provisions for evaluating employees during probation period
2. Remote Worker Evaluation: Modified procedures for evaluating remote or hybrid workers
3. Performance Improvement Plans: Framework for addressing underperformance and development needs
4. 360-Degree Feedback: Additional procedures when implementing multi-source feedback
5. Grievance and Appeals: Detailed procedures for challenging appraisal results
6. Special Circumstances: Modifications for extended leave, disability accommodations, or other special situations
1. Schedule 1: Performance Appraisal Form: Standard template for documenting performance evaluations
2. Schedule 2: Competency Framework: Detailed descriptions of competencies and behavioral indicators
3. Schedule 3: Goal Setting Template: Format for establishing and documenting performance objectives
4. Schedule 4: Rating Guidelines: Detailed guidance on applying the rating scale consistently
5. Schedule 5: Development Plan Template: Format for documenting agreed development actions and timelines
6. Appendix A: Performance Review Timeline: Annual calendar of key dates and deadlines in the review cycle
7. Appendix B: Sample Objectives: Examples of SMART objectives for different roles/levels
8. Appendix C: Feedback Guidelines: Best practices for giving and receiving performance feedback
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