Performance Review Meeting Minutes are essential documents used to record formal performance discussions between employees and their supervisors in Hong Kong. These minutes serve multiple purposes: they document performance assessments, capture agreed-upon goals and development plans, and provide a legal record of performance-related discussions. The document must comply with Hong Kong's Employment Ordinance and Personal Data (Privacy) Ordinance, particularly regarding employee data protection and record-keeping requirements. Performance Review Meeting Minutes are typically created during or immediately after annual, semi-annual, or quarterly performance reviews, and they form part of an employee's official personnel file. They are crucial for tracking professional development, supporting promotion decisions, and maintaining clear communication about performance expectations and outcomes.
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1. Meeting Details: Date, time, location, attendees, and purpose of the performance review meeting
2. Employee Information: Employee name, position, department, reporting manager, and review period
3. Performance Assessment Summary: Overview of performance against key performance indicators (KPIs) and job responsibilities
4. Key Discussion Points: Main topics discussed during the review, including achievements, challenges, and areas for improvement
5. Goals and Objectives Review: Assessment of progress on previously set goals and objectives
6. Future Goals and Development: New goals, objectives, and development plans agreed upon during the meeting
7. Action Items: Specific tasks, responsibilities, and deadlines agreed upon during the meeting
8. Acknowledgement: Signatures of all parties present, confirming the accuracy of the minutes
1. Compensation Discussion: Summary of any salary, bonus, or benefits discussions (include only if compensation was discussed during the review)
2. Training Requirements: Specific training or development needs identified (include if training plans were discussed)
3. Performance Improvement Plan: Detailed improvement requirements and timelines (include only if performance issues were identified)
4. Career Development: Discussion of career progression and opportunities (include if career planning was part of the review)
5. Resource Requirements: Any tools, support, or resources requested or required (include if discussed during the meeting)
1. Performance Metrics Summary: Detailed breakdown of performance ratings and metrics
2. Goal Achievement Table: Detailed list of previous goals and their status
3. Development Plan: Detailed training and development activities planned
4. Performance Evidence: Supporting documentation of key achievements or issues discussed
Relevant legal definitions
Performance Period
Key Performance Indicators (KPIs)
Performance Rating
Development Plan
Action Items
Performance Objectives
Competencies
Performance Improvement Plan (PIP)
Review Date
Next Review Period
Core Values
Business Targets
Performance Standards
Career Development Goals
Training Requirements
Performance Metrics
Evaluation Criteria
Performance Assessment
Achievement Targets
Behavioral Competencies
Skills Matrix
Professional Development
Performance Benchmarks
Review Cycle
Key Performance Indicators (KPIs)
Performance Rating
Development Plan
Action Items
Performance Objectives
Competencies
Performance Improvement Plan (PIP)
Review Date
Next Review Period
Core Values
Business Targets
Performance Standards
Career Development Goals
Training Requirements
Performance Metrics
Evaluation Criteria
Performance Assessment
Achievement Targets
Behavioral Competencies
Skills Matrix
Professional Development
Performance Benchmarks
Review Cycle
Clauses
Meeting Particulars
Attendee Information
Performance Assessment
Goal Achievement
Future Objectives
Development Planning
Action Items
Confidentiality
Data Privacy
Performance Metrics
Training Requirements
Resource Allocation
Career Development
Acknowledgement and Signatures
Next Review Date
Performance Improvement Requirements
Compensation Discussion
Supporting Documentation
Attendee Information
Performance Assessment
Goal Achievement
Future Objectives
Development Planning
Action Items
Confidentiality
Data Privacy
Performance Metrics
Training Requirements
Resource Allocation
Career Development
Acknowledgement and Signatures
Next Review Date
Performance Improvement Requirements
Compensation Discussion
Supporting Documentation
Relevant Industries
Financial Services
Technology
Healthcare
Manufacturing
Retail
Professional Services
Education
Hospitality
Construction
Telecommunications
Media and Entertainment
Public Sector
Non-Profit Organizations
Real Estate
Energy
Relevant Teams
Human Resources
People Operations
People & Culture
Employee Relations
Learning & Development
Talent Management
HR Operations
Performance Management
Organizational Development
Compensation & Benefits
Relevant Roles
Human Resources Manager
HR Director
HR Business Partner
Line Manager
Department Manager
Team Leader
Supervisor
HR Administrator
Performance Management Specialist
Talent Development Manager
Chief Human Resources Officer
HR Coordinator
Employee Relations Manager
HR Operations Manager
Learning and Development Manager
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