The Executive Performance Review document serves as a critical governance and management tool within New Zealand's corporate environment. It is designed to facilitate the formal evaluation of executive performance in accordance with New Zealand employment law, particularly the Employment Relations Act 2000 and relevant corporate governance requirements. This document is typically used annually or bi-annually to assess executive achievement against strategic objectives, leadership competencies, and organizational goals. It incorporates both quantitative and qualitative performance metrics, ensures fair and transparent evaluation processes, and provides a foundation for development planning and remuneration decisions. The document is structured to protect both the organization and the executive while promoting constructive dialogue about performance and future objectives.
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1. Introduction: Sets out the purpose of the performance review and its role in the executive's employment relationship
2. Review Period: Specifies the time period covered by the performance review
3. Performance Criteria: Details the key performance indicators (KPIs) and objectives against which the executive is being evaluated
4. Achievement Assessment: Evaluation of actual performance against set objectives and KPIs
5. Leadership Competencies: Assessment of leadership capabilities, team management, and organizational impact
6. Strategic Goals Achievement: Evaluation of contribution to company's strategic objectives and long-term goals
7. Areas for Development: Identification of skills or competencies requiring improvement
8. Overall Performance Rating: Summary rating based on all evaluation criteria
9. Future Objectives: Setting of goals and expectations for the next review period
10. Acknowledgment and Signatures: Space for both reviewer and executive to acknowledge the review content and outcomes
1. 360-Degree Feedback Summary: Include when comprehensive feedback from multiple stakeholders has been collected
2. Remuneration Review: Include when the performance review is directly linked to compensation decisions
3. Risk Management Assessment: Include for executives with significant risk management responsibilities
4. Innovation and Change Management: Include when evaluating executives leading major transformation initiatives
5. ESG Goals Achievement: Include when executive has specific environmental, social, and governance responsibilities
6. Succession Planning Status: Include for senior executives where succession planning is a key responsibility
1. Schedule A - Key Performance Metrics: Detailed breakdown of quantitative performance metrics and calculations
2. Schedule B - Strategic Projects Status: Detailed status update on key strategic initiatives led by the executive
3. Schedule C - Team Performance Summary: Overview of the performance of teams under the executive's leadership
4. Schedule D - Professional Development Plan: Detailed plan for addressing development areas identified in the review
5. Appendix 1 - Performance Rating Scale: Detailed explanation of the rating system used in the review
6. Appendix 2 - Feedback Collection Methodology: Documentation of how performance feedback was collected and evaluated
Relevant legal definitions
Review Period
Performance Criteria
Key Performance Indicators
Strategic Objectives
Performance Rating
Executive
Board
Reviewer
Company
Remuneration
Performance Bonus
Development Plan
Competencies
360-Degree Feedback
Performance Metrics
Achievement Targets
Base Salary
Variable Compensation
Review Date
Leadership Competencies
Performance Standards
Employment Agreement
Evaluation Framework
Performance Improvement Plan
Confidential Information
Stakeholders
Business Unit
Corporate Goals
Assessment Period
Performance Rating Scale
Performance Criteria
Key Performance Indicators
Strategic Objectives
Performance Rating
Executive
Board
Reviewer
Company
Remuneration
Performance Bonus
Development Plan
Competencies
360-Degree Feedback
Performance Metrics
Achievement Targets
Base Salary
Variable Compensation
Review Date
Leadership Competencies
Performance Standards
Employment Agreement
Evaluation Framework
Performance Improvement Plan
Confidential Information
Stakeholders
Business Unit
Corporate Goals
Assessment Period
Performance Rating Scale
Clauses
Review Process
Performance Metrics
Evaluation Criteria
Rating System
Confidentiality
Feedback Process
Development Planning
Remuneration Review
Dispute Resolution
Documentation Requirements
Review Frequency
Performance Targets
Leadership Assessment
Strategic Alignment
Risk Management
Compliance Requirements
Professional Development
Team Management
Stakeholder Management
Innovation and Change
Health and Safety Compliance
ESG Responsibilities
Financial Performance
Operational Excellence
Succession Planning
Governance Requirements
Performance Metrics
Evaluation Criteria
Rating System
Confidentiality
Feedback Process
Development Planning
Remuneration Review
Dispute Resolution
Documentation Requirements
Review Frequency
Performance Targets
Leadership Assessment
Strategic Alignment
Risk Management
Compliance Requirements
Professional Development
Team Management
Stakeholder Management
Innovation and Change
Health and Safety Compliance
ESG Responsibilities
Financial Performance
Operational Excellence
Succession Planning
Governance Requirements
Relevant Industries
Financial Services
Technology
Manufacturing
Healthcare
Retail
Professional Services
Energy
Telecommunications
Construction
Education
Mining and Resources
Transport and Logistics
Government and Public Sector
Non-Profit Organizations
Media and Entertainment
Relevant Teams
Human Resources
Legal
Board Secretariat
Corporate Governance
Remuneration Committee
Executive Committee
Performance Management
Talent Development
Compensation and Benefits
Strategic Planning
Relevant Roles
Chief Executive Officer
Chief Financial Officer
Chief Operating Officer
Chief Technology Officer
Chief Marketing Officer
Chief Human Resources Officer
Managing Director
Executive Director
General Manager
Regional Director
Vice President
Head of Department
Division Director
Country Manager
Executive Vice President
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