The Employee Appraisal Form is a standardized document used in New Zealand workplaces to conduct and document formal performance reviews. It is designed to align with New Zealand employment legislation, particularly the Employment Relations Act 2000's requirements for fair and transparent performance management processes. The form should be used during scheduled performance reviews, typically conducted annually or bi-annually, to evaluate employee performance against predetermined criteria, set new goals, and plan professional development opportunities. It serves as an official record of performance discussions and agreements between employers and employees, supporting good faith employment relationships and providing documentation for HR purposes.
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1. Employee Information: Basic details including employee name, position, department, employment duration, and reporting manager
2. Review Period: Timeframe covered by the appraisal and date of review meeting
3. Performance Metrics: Evaluation of key performance indicators and job-specific competencies using a defined rating scale
4. Goals Achievement: Assessment of progress on previously set goals and objectives
5. Core Competencies Evaluation: Assessment of essential workplace competencies such as communication, teamwork, and initiative
6. Overall Performance Rating: Summary rating based on all evaluation components
7. Future Goals and Objectives: Setting of new goals and performance targets for the next review period
8. Development Plan: Identified areas for improvement and proposed training or development activities
9. Employee Comments: Space for employee to provide feedback and comments on the appraisal
10. Sign-off Section: Signatures from employee, manager, and HR representative with dates
1. Peer Feedback: Section for incorporating feedback from colleagues and team members, useful for collaborative roles
2. Project-Specific Evaluation: Detailed assessment of specific project contributions, relevant for project-based roles
3. Client/Stakeholder Feedback: Incorporation of external stakeholder feedback, important for customer-facing roles
4. Leadership Assessment: Evaluation of leadership capabilities, necessary for management positions
5. Health and Safety Compliance: Assessment of adherence to health and safety protocols, critical for roles with safety responsibilities
6. Technical Skills Assessment: Detailed evaluation of role-specific technical competencies, relevant for specialized positions
1. Performance Rating Scale Guide: Detailed explanation of the rating system and performance level definitions
2. Core Competencies Framework: Detailed descriptions of each core competency and expected behaviors
3. Development Resources: List of available training programs, courses, and development opportunities
4. Previous Appraisal Summary: Summary of key points from the last appraisal for progress tracking
5. Job Description: Current role description and key responsibilities as reference
Relevant legal definitions
Appraisal Period
Appraiser
Appraisee
Performance Metrics
Key Performance Indicators (KPIs)
Core Competencies
Development Plan
Performance Rating
Review Meeting
Performance Objectives
Professional Development Goals
Rating Scale
Competency Framework
Performance Standard
Review Cycle
Improvement Plan
Career Development
Line Manager
Good Faith
Personal Development
Performance Assessment
Peer Review
Self-Assessment
360-Degree Feedback
Appraiser
Appraisee
Performance Metrics
Key Performance Indicators (KPIs)
Core Competencies
Development Plan
Performance Rating
Review Meeting
Performance Objectives
Professional Development Goals
Rating Scale
Competency Framework
Performance Standard
Review Cycle
Improvement Plan
Career Development
Line Manager
Good Faith
Personal Development
Performance Assessment
Peer Review
Self-Assessment
360-Degree Feedback
Clauses
Personal Information
Confidentiality
Performance Evaluation
Goal Setting
Development Planning
Rating Methodology
Feedback Process
Review Period
Employee Rights
Appeal Process
Documentation Requirements
Sign-off Requirements
Privacy Protection
Performance Metrics
Competency Assessment
Training Needs
Career Development
Remedial Actions
Good Faith Obligations
Record Keeping
Review Meeting Procedures
Follow-up Actions
Confidentiality
Performance Evaluation
Goal Setting
Development Planning
Rating Methodology
Feedback Process
Review Period
Employee Rights
Appeal Process
Documentation Requirements
Sign-off Requirements
Privacy Protection
Performance Metrics
Competency Assessment
Training Needs
Career Development
Remedial Actions
Good Faith Obligations
Record Keeping
Review Meeting Procedures
Follow-up Actions
Relevant Industries
Professional Services
Healthcare
Education
Financial Services
Technology
Manufacturing
Retail
Public Sector
Construction
Hospitality
Mining
Agriculture
Transportation
Media and Communications
Non-Profit
Relevant Teams
Human Resources
People and Culture
Learning and Development
Performance Management
Operations
Senior Management
Administration
Organizational Development
Relevant Roles
Human Resources Manager
Department Manager
Team Leader
Supervisor
Chief Executive Officer
Operations Manager
Performance Manager
Learning and Development Manager
Business Unit Head
Regional Manager
Branch Manager
Project Manager
People and Culture Director
General Manager
Chief Human Resources Officer
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