60 Day Performance Review Template for New Zealand
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What is a 60 Day Performance Review?
The 60 Day Performance Review document is a standard tool in New Zealand employment practice, designed to assess and document an employee's performance during their initial period with an organization. This review typically takes place at the end of the first two months of employment, serving as a crucial checkpoint in the employee's journey with the organization. The document is structured to comply with New Zealand employment legislation, particularly the Employment Relations Act 2000, and includes comprehensive evaluation criteria, performance metrics, and development goals. It is particularly valuable for organizations implementing formal probationary periods or structured onboarding processes, providing a documented framework for performance discussions and decision-making regarding continued employment.
Frequently Asked Questions
Is a 60 day performance review legally required under New Zealand employment law?
While not explicitly mandated by the Employment Relations Act 2000, conducting a 60-day performance review demonstrates good faith employment practices and helps protect employers from unfair dismissal claims. The review provides documented evidence of performance discussions and gives employees fair opportunity to address any concerns during their probationary period.
Can I dismiss an employee without a 60 day performance review during probation?
While possible, dismissing without a formal review significantly increases legal risk in New Zealand. The Employment Relations Act 2000 requires good faith processes, and lack of documented performance discussions can lead to successful personal grievance claims for unjustified dismissal, even during probationary periods.
How does a 60 day performance review differ from a 90 day trial period in New Zealand?
A 60-day performance review is an evaluation tool used during any probationary period, while a 90-day trial period is a specific legal provision allowing dismissal without personal grievance claims (for eligible employers). The performance review focuses on assessment and development, whereas trial periods provide broader dismissal protections.
What information can employers legally collect during a 60 day performance review?
Under the Privacy Act 2020, employers can only collect information directly related to job performance, attendance, and work behavior. Personal information must be relevant, not excessive, and collected with the employee's knowledge. Performance data, training records, and work samples are typically appropriate to include.
How long should I spend preparing a 60 day performance review document?
Preparation typically takes 2-4 hours, including gathering performance documentation, reviewing job descriptions, and completing the evaluation form. The actual review meeting should last 30-60 minutes, allowing adequate time for discussion and employee feedback as required under good faith employment principles.
Can employees challenge the results of their 60 day performance review?
Yes, employees can raise concerns through internal processes or file personal grievances if they believe the review was unfair or conducted in bad faith. Under the Employment Relations Act 2000, employees have the right to fair treatment and can dispute reviews that don't follow proper procedures or contain inaccurate assessments.
What mistakes do New Zealand employers commonly make during 60 day performance reviews?
Common errors include failing to document discussions, not providing specific examples of performance issues, conducting reviews too late in the probationary period, and not giving employees opportunity to respond. These mistakes can undermine the review's legal value and violate good faith employment obligations under New Zealand law.
About the 60 Day Performance Review
A 60 Day Performance Review is a formal employment evaluation document used to assess an employee's performance and progress during their initial months of employment. Under New Zealand employment law, this review serves as a structured mechanism for employers to evaluate new hires while ensuring compliance with good faith obligations under the Employment Relations Act 2000. The document provides a comprehensive framework for documenting performance against established criteria and facilitating constructive feedback discussions.
When do you need this document?
You need a 60 Day Performance Review when conducting formal evaluations of new employees during their probationary period. This is particularly important if your employment agreement includes a 90-day trial period, as the review provides documented evidence of performance assessment. The review is also essential when onboarding employees in specialized roles where early performance indicators are critical for long-term success. Many organizations use this review to identify training needs, confirm role suitability, and make informed decisions about permanent employment confirmation. It's especially valuable in regulated industries where performance documentation is required for compliance purposes.
Key legal considerations
The review must comply with good faith obligations under the Employment Relations Act 2000, requiring honest and transparent communication between employer and employee. All assessment criteria must be objective, job-related, and free from discrimination based on protected characteristics under the Human Rights Act 1993. You must ensure that performance standards are clearly communicated and measurable, with specific examples provided to support any ratings or feedback. The document should include employee input and responses to maintain procedural fairness. Privacy obligations under the Privacy Act 2020 require that personal information collected during the review is handled appropriately, with clear purposes for collection and appropriate storage and access controls.
Legal requirements in New Zealand
New Zealand employment law requires that performance reviews be conducted in good faith, with genuine engagement from both parties. The Employment Relations Act 2000 mandates that employers provide employees with reasonable opportunities to seek information and advice, including during performance evaluation processes. Documentation must be accurate and contemporaneous, particularly if the review may impact employment decisions. If your workplace has collective agreements, ensure the review process aligns with any specified procedures. The review must not discriminate against employees based on protected characteristics, and any performance concerns must be addressed through fair and reasonable processes that allow for employee response and improvement opportunities.
GOVERNING LAW
Applicable law
This 60 Day Performance Review is drafted to comply with New Zealand law. Key legislation includes:
Privacy Act 2020: Governs how personal information should be collected, used, stored and disclosed, which is relevant for maintaining employee performance records and review documentation.
Human Rights Act 1993: Ensures that performance reviews are conducted without discrimination based on protected characteristics such as age, gender, ethnicity, or disability.
Protected Disclosures (Protection of Whistleblowers) Act 2022: Relevant if performance issues involve or relate to protected disclosures made by employees during the review period.
Fair Trading Act 1986: While primarily a consumer protection law, it sets standards for fair and accurate representation which can apply to employment documentation and performance metrics.
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