The Team Feedback Form is an essential HR document used in Hong Kong organizations for conducting formal performance evaluations and maintaining employment records. This document is specifically designed to comply with Hong Kong's Employment Ordinance and Personal Data (Privacy) Ordinance, while facilitating meaningful performance discussions between managers and employees. The form is typically used during regular performance review cycles (quarterly, bi-annual, or annual) and captures critical information including performance metrics, achievement of objectives, development needs, and future goals. It serves as both a performance management tool and a legal record of employee evaluations, ensuring fair and consistent feedback processes across the organization.
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1. Employee Information: Basic details including employee name, position, department, employee ID, and review period
2. Performance Criteria: Standard evaluation metrics including job knowledge, quality of work, productivity, communication skills, and teamwork
3. Achievement of Objectives: Assessment of previously set goals and objectives, including specific targets and KPIs
4. Core Competencies Evaluation: Assessment of key competencies required for the role
5. Strengths and Achievements: Specific examples of outstanding performance and notable accomplishments during the review period
6. Areas for Improvement: Identification of development needs and specific areas requiring enhancement
7. Future Goals and Objectives: Setting of new objectives and development goals for the next review period
8. Overall Performance Rating: Final performance rating based on predetermined scale
9. Comments and Acknowledgment: Space for both manager and employee comments, and signatures confirming review discussion
1. 360-Degree Feedback: Additional section for peer and stakeholder feedback, used when comprehensive multi-source feedback is required
2. Project-Specific Evaluation: For employees involved in specific projects, evaluating project-related performance and outcomes
3. Technical Skills Assessment: Detailed evaluation of technical skills specific to the role, used for technical positions
4. Leadership Competencies: Additional evaluation criteria for employees in management positions
5. Training and Development Record: Review of completed training and future development needs, used when focusing on career development
6. Client/Customer Feedback: For customer-facing roles, including feedback from external stakeholders
7. Language Proficiency: Assessment of language skills, particularly relevant in Hong Kong's multilingual business environment
1. Performance Rating Scale Guide: Detailed explanation of the rating system and criteria for each performance level
2. Competency Framework: Detailed breakdown of expected competencies and behaviors at different levels
3. Goal Setting Template: Template for documenting SMART objectives for the next review period
4. Development Plan Template: Structure for creating individual development plans based on feedback
5. Previous Review Summary: Summary of last performance review for progress tracking
Relevant legal definitions
Review Period
Performance Rating
Key Performance Indicators (KPIs)
Core Competencies
Development Goals
Performance Objectives
Reviewer
Reviewee
Assessment Criteria
Performance Standards
Rating Scale
Evaluation Metrics
Professional Development
Performance Improvement Plan
Feedback Session
Review Cycle
Career Development Plan
SMART Objectives
Competency Framework
Performance Management System
Evaluation Period
Performance Summary
Employee Response
Management Comments
Development Areas
Achievement Metrics
Peer Review
360-Degree Feedback
Performance Rating
Key Performance Indicators (KPIs)
Core Competencies
Development Goals
Performance Objectives
Reviewer
Reviewee
Assessment Criteria
Performance Standards
Rating Scale
Evaluation Metrics
Professional Development
Performance Improvement Plan
Feedback Session
Review Cycle
Career Development Plan
SMART Objectives
Competency Framework
Performance Management System
Evaluation Period
Performance Summary
Employee Response
Management Comments
Development Areas
Achievement Metrics
Peer Review
360-Degree Feedback
Clauses
Personal Information Protection
Confidentiality
Performance Evaluation Criteria
Rating Methodology
Grievance Procedure
Review Process
Employee Rights and Responsibilities
Manager Rights and Responsibilities
Appeal Process
Data Storage and Retention
Performance Metrics
Goal Setting
Development Planning
Evaluation Period
Review Frequency
Signature Requirements
Amendment Process
Documentation Requirements
Non-Discrimination
Feedback Discussion
Performance Rating Scale
Objective Setting
Career Development
Training Requirements
Competency Assessment
Confidentiality
Performance Evaluation Criteria
Rating Methodology
Grievance Procedure
Review Process
Employee Rights and Responsibilities
Manager Rights and Responsibilities
Appeal Process
Data Storage and Retention
Performance Metrics
Goal Setting
Development Planning
Evaluation Period
Review Frequency
Signature Requirements
Amendment Process
Documentation Requirements
Non-Discrimination
Feedback Discussion
Performance Rating Scale
Objective Setting
Career Development
Training Requirements
Competency Assessment
Relevant Industries
Financial Services
Technology
Professional Services
Manufacturing
Retail
Healthcare
Education
Telecommunications
Real Estate
Logistics
Hospitality
Media and Entertainment
Construction
Legal Services
Public Sector
Relevant Teams
Human Resources
Finance
Operations
Information Technology
Sales
Marketing
Legal
Customer Service
Research and Development
Product Development
Quality Assurance
Administration
Strategy
Corporate Communications
Business Development
Procurement
Facilities Management
Relevant Roles
Chief Executive Officer
Department Director
Senior Manager
Line Manager
Team Leader
HR Manager
HR Business Partner
Performance Management Specialist
Department Head
Project Manager
Senior Executive
Executive
Associate
Administrator
Coordinator
Supervisor
Technical Lead
Professional Staff
Support Staff
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