Employee Performance Evaluation documents are essential tools for managing and developing workforce capability in New Zealand organizations. These evaluations must comply with the Employment Relations Act 2000 and related employment legislation, ensuring fair and transparent performance assessment processes. The document is typically used during regular performance reviews (usually annual or bi-annual) to evaluate employee achievements, set new goals, and plan professional development. It serves as an official record of performance discussions, capturing both quantitative and qualitative assessments of an employee's work, while adhering to New Zealand's good faith employment principles and privacy requirements. The evaluation should be used to facilitate constructive dialogue between managers and employees, document performance expectations, and support career development planning.
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1. Employee Information: Basic details including employee name, position, department, employment duration, and reporting manager
2. Evaluation Period: Specific time period covered by this performance evaluation
3. Performance Rating Scale: Explanation of the rating system used (e.g., 1-5 scale, definitions of each rating level)
4. Key Performance Areas: Assessment of core job responsibilities and duties
5. Goals and Objectives Review: Evaluation of achievement against previously set goals
6. Competencies Assessment: Evaluation of key competencies including technical skills, soft skills, and behavioral attributes
7. Overall Performance Summary: Comprehensive summary of the employee's performance across all evaluated areas
8. Future Goals and Development: Setting of new objectives and development plans for the next period
9. Employee Comments: Space for employee feedback and comments on the evaluation
10. Acknowledgment and Signatures: Formal acknowledgment of the evaluation by both evaluator and employee
1. Peer Review Summary: Include when 360-degree feedback or peer review is part of the evaluation process
2. Project-Specific Performance: Include for project-based roles or when significant projects were completed during the evaluation period
3. Client/Customer Feedback: Include for customer-facing roles where client feedback is a key performance indicator
4. Health and Safety Compliance: Include for roles with significant health and safety responsibilities
5. Leadership Assessment: Include for management or team leader positions
6. Remote Work Performance: Include for employees working remotely or in hybrid arrangements
7. Cultural Contribution: Include when evaluating contribution to company culture and values is a priority
1. Performance Metrics Data: Detailed quantitative performance data and statistics
2. Previous Goals and Objectives: List of goals and objectives set in the previous evaluation period
3. Training and Development Record: Record of training completed during the evaluation period
4. Job Description: Current job description against which performance is evaluated
5. Performance Improvement Plan: If applicable, detailed plan for addressing performance gaps
6. Competency Framework: Detailed framework used for competency assessment
Relevant legal definitions
Performance Period
Review Date
Evaluator
Performance Rating
Key Performance Indicators (KPIs)
Performance Standards
Competencies
Development Plan
Performance Improvement Plan
Goals
Objectives
Core Responsibilities
Performance Metrics
Rating Scale
Satisfactory Performance
Unsatisfactory Performance
Exceptional Performance
Professional Development
Peer Review
Self-Assessment
Career Progression
Performance Bonus
Evaluation Criteria
Job Description
Good Faith
Reasonable Standards
Review Date
Evaluator
Performance Rating
Key Performance Indicators (KPIs)
Performance Standards
Competencies
Development Plan
Performance Improvement Plan
Goals
Objectives
Core Responsibilities
Performance Metrics
Rating Scale
Satisfactory Performance
Unsatisfactory Performance
Exceptional Performance
Professional Development
Peer Review
Self-Assessment
Career Progression
Performance Bonus
Evaluation Criteria
Job Description
Good Faith
Reasonable Standards
Clauses
Performance Assessment Criteria
Rating Methodology
Evaluation Process
Review Period
Feedback Process
Goal Setting
Performance Metrics
Development Planning
Grievance Process
Privacy and Confidentiality
Documentation Requirements
Employee Rights
Good Faith Obligations
Dispute Resolution
Performance Improvement
Career Development
Review Frequency
Evaluation Outcomes
Performance Standards
Competency Assessment
Rating Methodology
Evaluation Process
Review Period
Feedback Process
Goal Setting
Performance Metrics
Development Planning
Grievance Process
Privacy and Confidentiality
Documentation Requirements
Employee Rights
Good Faith Obligations
Dispute Resolution
Performance Improvement
Career Development
Review Frequency
Evaluation Outcomes
Performance Standards
Competency Assessment
Relevant Industries
Technology
Financial Services
Healthcare
Education
Manufacturing
Retail
Professional Services
Public Sector
Construction
Hospitality
Transportation
Non-Profit
Agriculture
Mining
Energy
Telecommunications
Relevant Teams
Human Resources
Legal
Finance
Marketing
Sales
Operations
Information Technology
Research and Development
Customer Service
Product Development
Quality Assurance
Administration
Executive Leadership
Project Management Office
Business Development
Relevant Roles
Chief Executive Officer
Department Manager
Team Leader
Human Resources Manager
Project Manager
Software Developer
Sales Representative
Customer Service Representative
Financial Analyst
Marketing Specialist
Operations Manager
Administrative Assistant
Research Scientist
Legal Counsel
Product Manager
Business Analyst
Technical Support Specialist
Account Manager
Quality Assurance Engineer
Executive Assistant
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