The Performance Feedback Form is a crucial document used in New Zealand workplaces to facilitate and document formal performance evaluations. It is designed to comply with New Zealand's employment legislation, including the Employment Relations Act 2000 and Privacy Act 2020. This document should be used during scheduled performance reviews, typically conducted annually or bi-annually, to assess employee performance against predetermined criteria, document achievements, identify development areas, and create action plans for improvement. The form ensures consistency in evaluation processes across the organization while providing a clear record of performance discussions and agreements between employees and their managers. It serves as both a developmental tool and a formal record for employment purposes.
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1. Employee Information: Basic details including employee name, position, department, manager, and review period
2. Performance Rating Scale: Clear explanation of the rating system used in the evaluation (e.g., 1-5 scale with definitions)
3. Key Performance Indicators (KPIs): Assessment of performance against predetermined KPIs and job-specific goals
4. Core Competencies: Evaluation of fundamental skills and behaviors required for the role
5. Achievement Summary: Overview of key accomplishments during the review period
6. Areas for Development: Identification of skills or competencies requiring improvement
7. Action Plan: Specific steps and timeline for addressing development areas
8. Employee Comments: Space for employee to provide feedback and comments on the evaluation
9. Sign-off Section: Signatures from employee, manager, and HR representative with dates
1. Project-Specific Achievements: Detailed assessment of performance on specific projects, used when employee has significant project responsibilities
2. Leadership Competencies: Additional evaluation criteria for employees in management positions
3. Technical Skills Assessment: Detailed evaluation of role-specific technical capabilities, used for technical positions
4. Client/Stakeholder Feedback: Integration of feedback from key stakeholders, used for client-facing roles
5. Health and Safety Compliance: Assessment of adherence to health and safety protocols, crucial for roles with safety responsibilities
6. Cultural Competency: Evaluation of cultural awareness and effectiveness, particularly important in diverse work environments
1. Performance Rating Guidelines: Detailed explanations and examples for each rating level
2. Job Description: Current job description against which performance is evaluated
3. Previous Goals and Objectives: Documentation of goals set in previous review period
4. Development Plan Template: Structured template for creating personal development plans
5. Competency Framework: Detailed breakdown of competencies and expected behaviors for different role levels
Relevant legal definitions
Review Period
Performance Rating
Key Performance Indicators (KPIs)
Core Competencies
Development Areas
Action Plan
Performance Standards
Reviewer
Reviewee
Objectives
Target Goals
Performance Metrics
Competency Framework
Professional Development
Performance Improvement Plan
Rating Scale
Evaluation Criteria
Feedback Session
Review Date
Sign-off
Personal Development Plan
Achievement
Assessment Period
Peer Review
Self-Assessment
Performance Rating
Key Performance Indicators (KPIs)
Core Competencies
Development Areas
Action Plan
Performance Standards
Reviewer
Reviewee
Objectives
Target Goals
Performance Metrics
Competency Framework
Professional Development
Performance Improvement Plan
Rating Scale
Evaluation Criteria
Feedback Session
Review Date
Sign-off
Personal Development Plan
Achievement
Assessment Period
Peer Review
Self-Assessment
Clauses
Performance Assessment
Rating Criteria
Confidentiality
Privacy
Performance Standards
Goal Setting
Development Planning
Review Process
Feedback Rights
Appeals Process
Data Protection
Record Keeping
Employee Rights
Evaluation Frequency
Performance Metrics
Grievance Procedure
Review Participants
Documentation Requirements
Signature Requirements
Amendment Process
Rating Criteria
Confidentiality
Privacy
Performance Standards
Goal Setting
Development Planning
Review Process
Feedback Rights
Appeals Process
Data Protection
Record Keeping
Employee Rights
Evaluation Frequency
Performance Metrics
Grievance Procedure
Review Participants
Documentation Requirements
Signature Requirements
Amendment Process
Relevant Industries
Professional Services
Manufacturing
Retail
Healthcare
Education
Technology
Financial Services
Construction
Hospitality
Public Sector
Non-Profit
Agriculture
Transportation
Energy
Telecommunications
Relevant Teams
Human Resources
Operations
Finance
Marketing
Sales
Information Technology
Research and Development
Customer Service
Production
Quality Assurance
Legal
Administration
Supply Chain
Strategy
Public Relations
Relevant Roles
Chief Executive Officer
Department Director
Human Resources Manager
Line Manager
Team Leader
Project Manager
Senior Executive
Administrative Officer
Technical Specialist
Sales Representative
Customer Service Representative
Operations Manager
Finance Manager
Marketing Coordinator
Research Analyst
Software Developer
Production Supervisor
Quality Assurance Specialist
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