The Performance Management Form serves as a crucial tool for organizations operating under Maltese jurisdiction to conduct formal employee evaluations. This document is designed to facilitate regular performance reviews, typically conducted annually or bi-annually, ensuring compliance with Maltese employment law and EU regulations, particularly regarding fair treatment and data protection. The form encompasses various aspects of employee performance evaluation, including achievement assessment, competency evaluation, goal setting, and development planning. It provides a structured framework for documenting employee progress, setting objectives, and maintaining clear records of performance discussions, which is essential for both legal compliance and effective human resource management in Malta.
Performance Management Form for Malta
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Key Requirements PROMPT example:
Performance Management Form
"I need a Performance Management Form for our financial services company in Malta that includes specific KPIs for financial analysts and ensures GDPR compliance, with quarterly review cycles starting from January 2025."
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1. Employee Information: Basic details including name, employee ID, department, position, and review period
2. Performance Metrics: Key performance indicators and objectives against which the employee is being evaluated
3. Achievement Assessment: Evaluation of performance against previously set goals and targets
4. Competency Evaluation: Assessment of core competencies required for the role
5. Rating Scale: Definition and explanation of the performance rating system used
6. Overall Performance Rating: Summary score and justification of the employee's performance
7. Future Goals: Setting of new objectives and targets for the next review period
8. Employee Comments: Space for employee feedback and comments on the evaluation
9. Manager Comments: Space for manager's additional comments and recommendations
10. Acknowledgment: Signatures of employee, manager, and HR representative confirming review completion
1. Career Development Plan: Section for mapping out employee's career progression and development opportunities, recommended for companies with established career paths
2. Training Needs Analysis: Identification of specific training requirements, useful for organizations with comprehensive L&D programs
3. Behavior and Values Assessment: Evaluation of employee's alignment with company values and behavioral expectations, relevant for culture-focused organizations
4. 360-Degree Feedback Summary: Integration of feedback from multiple sources, suitable for organizations using comprehensive feedback systems
5. Performance Improvement Plan: Detailed action plan for addressing performance gaps, to be included when specific performance issues need to be addressed
6. Compensation Review: Section linking performance to compensation decisions, for organizations with performance-based pay structures
1. Schedule A: Competency Framework: Detailed description of competencies and their assessment criteria
2. Schedule B: Rating Scale Guide: Comprehensive guide explaining each rating level with examples
3. Schedule C: Goal Setting Template: Template and guidelines for SMART goal setting
4. Appendix 1: Performance Metrics Definitions: Detailed definitions and calculation methods for each KPI
5. Appendix 2: Development Resources: List of available training and development resources
6. Appendix 3: Review Process Timeline: Timeline and process flow for the performance review cycle
Authors
Relevant legal definitions
Performance Period
Review Date
Evaluator
Evaluee
Performance Rating
Key Performance Indicators (KPIs)
Core Competencies
Performance Standards
Development Goals
Performance Improvement Plan
Rating Scale
Calibration
Competency Framework
Review Cycle
Performance Metrics
Career Development Plan
SMART Goals
Performance Gap
Evaluation Criteria
Behavioral Indicators
Assessment Period
Performance Objectives
Training Needs
Professional Development
Peer Review
Self-Assessment
360-Degree Feedback
Performance Documentation
Personal Data
Data Processing
Review Date
Evaluator
Evaluee
Performance Rating
Key Performance Indicators (KPIs)
Core Competencies
Performance Standards
Development Goals
Performance Improvement Plan
Rating Scale
Calibration
Competency Framework
Review Cycle
Performance Metrics
Career Development Plan
SMART Goals
Performance Gap
Evaluation Criteria
Behavioral Indicators
Assessment Period
Performance Objectives
Training Needs
Professional Development
Peer Review
Self-Assessment
360-Degree Feedback
Performance Documentation
Personal Data
Data Processing
Clauses
Data Protection
Confidentiality
Performance Evaluation Process
Rating Methodology
Grievance Procedure
Appeal Rights
Documentation Requirements
Review Frequency
Goal Setting
Performance Metrics
Development Planning
Feedback Process
Employee Rights
Manager Responsibilities
Review Timeline
Sign-off Requirements
Amendment Process
Record Keeping
Non-Discrimination
Performance Improvement
Training and Development
Compensation Link
Dispute Resolution
Compliance Requirements
Confidentiality
Performance Evaluation Process
Rating Methodology
Grievance Procedure
Appeal Rights
Documentation Requirements
Review Frequency
Goal Setting
Performance Metrics
Development Planning
Feedback Process
Employee Rights
Manager Responsibilities
Review Timeline
Sign-off Requirements
Amendment Process
Record Keeping
Non-Discrimination
Performance Improvement
Training and Development
Compensation Link
Dispute Resolution
Compliance Requirements
Relevant Industries
Financial Services
Information Technology
Manufacturing
Tourism and Hospitality
Professional Services
Healthcare
Retail
Education
Telecommunications
Construction
Maritime Services
Gaming Industry
Transportation and Logistics
Public Sector
Relevant Teams
Human Resources
People Operations
Talent Management
Learning & Development
Employee Relations
Organizational Development
Compliance
Legal
Senior Management
Department Management
Relevant Roles
Human Resources Manager
HR Director
Performance Management Specialist
Talent Development Manager
Department Manager
Team Leader
Supervisor
Line Manager
HR Business Partner
Chief Human Resources Officer
HR Coordinator
Employee Relations Manager
Organizational Development Manager
HR Compliance Officer
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