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Staff Review Form

Staff Review Form Template for Hong Kong

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Key Requirements PROMPT example:

Staff Review Form

I need a Staff Review Form for our technology startup in Hong Kong with 50 employees, focusing heavily on technical skills assessment and project-based deliverables, with quarterly review cycles starting January 2025.

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Document background
The Staff Review Form serves as a fundamental tool for conducting and documenting employee performance evaluations in Hong Kong organizations. This document is typically used during annual, semi-annual, or quarterly performance reviews, providing a structured framework for assessing employee achievements, competencies, and areas for development. The form ensures compliance with Hong Kong employment regulations, including the Employment Ordinance (Cap. 57) and Personal Data (Privacy) Ordinance (Cap. 486). It facilitates transparent communication between employees and supervisors while creating a documented trail of performance history that can be used for career development, promotion decisions, and regulatory compliance purposes.
Suggested Sections

1. Employee Information: Basic details including employee name, ID, department, position, and length of service

2. Review Period: Specific time period covered by the review

3. Performance Metrics: Key performance indicators and objectives set for the review period

4. Achievement Assessment: Evaluation of actual performance against set objectives

5. Core Competencies Evaluation: Assessment of key skills and competencies required for the role

6. Ratings Scale: Explanation of the rating system used in the evaluation

7. Overall Performance Rating: Summary score or rating based on all evaluation criteria

8. Development Plan: Future goals and areas for improvement

9. Employee Comments: Space for employee feedback and comments on the review

10. Acknowledgment: Signatures of employee, reviewer, and HR representative confirming review completion

Optional Sections

1. Salary Review: Section for compensation review and recommendations - include when review is tied to remuneration decisions

2. Project-Specific Evaluation: Detailed assessment of specific projects - include for project-based roles

3. Leadership Assessment: Evaluation of leadership capabilities - include for management positions

4. Technical Skills Assessment: Detailed evaluation of technical competencies - include for technical roles

5. 360-Degree Feedback Summary: Compilation of peer and subordinate feedback - include when 360-degree reviews are conducted

6. Language Proficiency: Assessment of language skills - include for roles requiring multiple language capabilities

7. Client Feedback: Summary of client satisfaction - include for client-facing roles

Suggested Schedules

1. Performance Metrics Definitions: Detailed descriptions of each performance indicator and measurement criteria

2. Competency Framework: Detailed breakdown of competency levels and expectations

3. Previous Review Summary: Overview of last review's goals and achievements

4. Training Record: Record of training completed during review period

5. Goal Setting Worksheet: Template for setting SMART objectives for next review period

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Linkedin in social icon imageX social icon image
alex.den.21@genieai.co
Relevant legal definitions
Review Period
Performance Rating
Key Performance Indicators (KPIs)
Core Competencies
Reviewer
Reviewee
Performance Objectives
Development Plan
Rating Scale
Outstanding Performance
Meets Expectations
Below Expectations
Improvement Required
SMART Goals
Performance Metrics
Competency Framework
Career Development
Performance Improvement Plan
360-Degree Feedback
Behavioral Indicators
Review Cycle
Performance Standards
Assessment Criteria
Evaluation Committee
Target Achievement
Professional Development
Review Documentation
Grievance Procedure
Peer Review
Performance Bonus
Relevant Industries

Financial Services

Technology

Manufacturing

Retail

Healthcare

Education

Professional Services

Construction

Hospitality

Logistics

Media and Entertainment

Real Estate

Telecommunications

Public Sector

Non-Profit Organizations

Relevant Teams

Human Resources

Finance

Operations

Information Technology

Sales

Marketing

Legal

Administration

Research and Development

Customer Service

Product Development

Quality Assurance

Public Relations

Business Development

Risk Management

Relevant Roles

Chief Executive Officer

Managing Director

Department Manager

Team Leader

Senior Executive

Executive

Associate

Administrator

Specialist

Coordinator

Analyst

Officer

Assistant

Supervisor

Director

Vice President

Senior Manager

Project Manager

Technical Lead

Operations Manager

Industries
Employment Ordinance (Cap. 57): Hong Kong's main employment legislation that governs employment relationships, including aspects of performance evaluation, wage adjustments, and termination based on performance
Personal Data (Privacy) Ordinance (Cap. 486): Regulates the collection, handling, and storage of personal data, including employee performance records and evaluation data
Sex Discrimination Ordinance (Cap. 480): Ensures performance reviews are conducted without gender bias and provides protection against sexual harassment
Disability Discrimination Ordinance (Cap. 487): Ensures fair treatment and reasonable accommodation in performance evaluation for employees with disabilities
Family Status Discrimination Ordinance (Cap. 527): Protects employees from being discriminated against in performance reviews due to their family care responsibilities
Race Discrimination Ordinance (Cap. 602): Ensures performance evaluations are conducted without racial bias or discrimination
Contracts for Employment Ordinance: Governs the contractual aspects of employment including performance-related terms and conditions
Minimum Wage Ordinance (Cap. 608): Must be considered if performance reviews are linked to wage adjustments to ensure compliance with minimum wage requirements
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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