The Probationary Appraisal Form is a crucial document used in Hong Kong employment contexts to assess new employees during their initial probationary period. It aligns with Hong Kong's Employment Ordinance (Cap. 57) requirements and serves as an essential tool for documenting employee performance, competencies, and development areas. The form should be completed near the end of the probationary period, typically lasting between 3-6 months, and provides a framework for making informed decisions about permanent employment. It includes sections for objective evaluation, performance ratings, and recommendations, ensuring a fair and transparent assessment process while maintaining proper documentation for both employer and employee protection.
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1. Employee Information: Basic details including employee name, position, department, reporting manager, probation start and end dates
2. Performance Criteria: Key performance indicators and competencies being evaluated, including job knowledge, quality of work, productivity, and initiative
3. Rating Scale: Clear explanation of the rating system used (e.g., 1-5 scale with definitions for each rating level)
4. Performance Assessment: Detailed evaluation of each performance criterion with ratings and supporting comments
5. Attendance and Punctuality: Review of attendance record during probation period
6. Core Values and Behavior: Assessment of alignment with company values and behavioral expectations
7. Overall Performance Summary: Summary of the employee's overall performance during the probationary period
8. Recommendation: Clear indication of whether the employee has passed probation, requires extension, or employment should be terminated
9. Signatures: Space for signatures of the evaluator, employee, and HR representative, with dates
1. Training Needs: Identification of areas requiring additional training or development, used when specific skill gaps are identified
2. Probation Extension Details: Section for specifying extended probation period and conditions, used when probation extension is recommended
3. Employee Self-Assessment: Space for employee to provide their own performance assessment, used in organizations promoting two-way feedback
4. Goal Setting: Future performance objectives and expectations, used when employee is confirmed for permanent employment
5. Disciplinary Issues: Documentation of any disciplinary matters during probation, only included if relevant incidents occurred
1. Performance Metrics Detail: Detailed breakdown of specific performance metrics and achievements during the probation period
2. Job Description: Copy of the employee's job description against which performance is measured
3. Development Plan: Specific action plan for addressing identified areas of improvement
4. HR Policies Reference: Reference to relevant HR policies regarding probation and performance management
Relevant legal definitions
Probationary Period
Appraisal
Performance Criteria
Rating Scale
Competencies
Key Performance Indicators (KPIs)
Evaluator
Reporting Manager
Confirmation of Employment
Extension of Probation
Performance Standards
Core Values
Development Areas
Performance Rating
Review Period
Permanent Employment
Immediate Supervisor
Department Head
HR Representative
Satisfactory Performance
Unsatisfactory Performance
Overall Assessment
Training Needs
Professional Conduct
Appraisal
Performance Criteria
Rating Scale
Competencies
Key Performance Indicators (KPIs)
Evaluator
Reporting Manager
Confirmation of Employment
Extension of Probation
Performance Standards
Core Values
Development Areas
Performance Rating
Review Period
Permanent Employment
Immediate Supervisor
Department Head
HR Representative
Satisfactory Performance
Unsatisfactory Performance
Overall Assessment
Training Needs
Professional Conduct
Clauses
Personal Information
Performance Evaluation
Attendance and Punctuality
Job Knowledge
Work Quality
Initiative and Creativity
Communication Skills
Interpersonal Relations
Confidentiality
Data Protection
Review Process
Rating Methodology
Decision Making
Extension Terms
Termination Rights
Appeal Process
Acknowledgment
Signatures
Professional Development
Training Requirements
Compliance
Code of Conduct
Performance Improvement
Future Objectives
Performance Evaluation
Attendance and Punctuality
Job Knowledge
Work Quality
Initiative and Creativity
Communication Skills
Interpersonal Relations
Confidentiality
Data Protection
Review Process
Rating Methodology
Decision Making
Extension Terms
Termination Rights
Appeal Process
Acknowledgment
Signatures
Professional Development
Training Requirements
Compliance
Code of Conduct
Performance Improvement
Future Objectives
Relevant Industries
Financial Services
Technology
Manufacturing
Retail
Healthcare
Education
Professional Services
Hospitality
Construction
Logistics
Media and Entertainment
Real Estate
Non-profit
Government and Public Sector
Telecommunications
Relevant Teams
Human Resources
Operations
People & Culture
Learning & Development
Talent Management
Employee Relations
Personnel Administration
Recruitment
Performance Management
Management
Relevant Roles
HR Manager
HR Director
HR Business Partner
Department Manager
Team Leader
Supervisor
Line Manager
Operations Manager
General Manager
Training Manager
Talent Acquisition Manager
Performance Management Specialist
HR Administrator
Chief Human Resources Officer
Employee Relations Manager
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