Performance Review Meeting Minutes are formal documents used to record and document employee performance evaluations in New Zealand organizations. These minutes serve as an official record of performance review meetings, capturing discussions about employee achievements, areas for improvement, goal-setting, and development plans. The document must comply with New Zealand employment legislation, including the Employment Relations Act 2000 and Privacy Act 2020, ensuring proper documentation of performance management processes. It forms a crucial part of employee records, supporting fair employment practices and providing evidence of performance discussions, agreed actions, and development plans. The minutes protect both employer and employee interests by maintaining clear records of performance-related discussions and agreements.
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1. Meeting Details: Date, time, location, and attendees of the performance review meeting
2. Employee Information: Employee name, position, department, and length of service
3. Review Period: The time period covered by this performance review
4. Performance Goals Review: Discussion of previously set goals and extent of achievement
5. Key Achievements: Notable accomplishments during the review period
6. Areas for Development: Identified areas requiring improvement or skill development
7. Action Items: Agreed actions, responsibilities, and timeframes
8. Next Steps: Future goals and objectives for the next review period
9. Acknowledgment: Signatures of all parties confirming the accuracy of the minutes
1. Training Requirements: Specific training or development needs identified during the review - include when professional development needs are discussed
2. Compensation Discussion: Summary of any salary or benefits discussions - include when remuneration is reviewed
3. Career Development: Discussion of career progression and opportunities - include when career planning is part of the review
4. Performance Improvement Plan: Detailed improvement requirements and timeline - include when performance issues need to be formally addressed
5. Employee Comments: Space for employee to add their own comments or feedback - include when requested by employee or required by company policy
1. Performance Metrics: Detailed breakdown of performance indicators and achievements
2. Development Plan: Detailed plan for addressing identified development needs
3. Previous Action Items: Status update on action items from previous review
4. Supporting Documentation: Any relevant supporting documents referenced during the review
Relevant legal definitions
Review Period
Performance Goals
Key Performance Indicators (KPIs)
Performance Rating
Development Plan
Action Items
Performance Improvement Plan
Reviewing Manager
Reviewee
Core Competencies
Performance Standards
Professional Development
Career Progression
Performance Metrics
Target Achievement Level
Review Date
Next Review Date
Performance Goals
Key Performance Indicators (KPIs)
Performance Rating
Development Plan
Action Items
Performance Improvement Plan
Reviewing Manager
Reviewee
Core Competencies
Performance Standards
Professional Development
Career Progression
Performance Metrics
Target Achievement Level
Review Date
Next Review Date
Clauses
Meeting Details
Attendance
Performance Assessment
Goal Achievement
Key Accomplishments
Areas for Improvement
Development Needs
Action Planning
Target Setting
Confidentiality
Employee Acknowledgment
Next Steps
Review Period
Training Requirements
Resource Allocation
Performance Metrics
Career Development
Signatures
Privacy Protection
Record Keeping
Attendance
Performance Assessment
Goal Achievement
Key Accomplishments
Areas for Improvement
Development Needs
Action Planning
Target Setting
Confidentiality
Employee Acknowledgment
Next Steps
Review Period
Training Requirements
Resource Allocation
Performance Metrics
Career Development
Signatures
Privacy Protection
Record Keeping
Relevant Industries
Technology
Healthcare
Financial Services
Education
Manufacturing
Retail
Professional Services
Government
Non-profit
Construction
Hospitality
Transportation
Agriculture
Mining
Media and Entertainment
Relevant Teams
Human Resources
People and Culture
Employee Relations
Performance Management
Learning and Development
Talent Management
Operations
Legal
Administration
Relevant Roles
Human Resources Manager
HR Business Partner
People and Culture Manager
Line Manager
Department Manager
Team Leader
Supervisor
HR Director
Chief Human Resources Officer
Performance Management Specialist
HR Administrator
HR Coordinator
Employee Relations Manager
Talent Management Director
Operations Manager
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