The Simple Performance Evaluation Form is designed to facilitate regular performance reviews in New Zealand workplaces, ensuring compliance with local employment laws while promoting constructive dialogue between employers and employees. This document should be used for conducting periodic (typically annual or bi-annual) performance assessments, documenting employee achievements, identifying areas for improvement, and setting future goals. The form incorporates key requirements from the Employment Relations Act 2000, Privacy Act 2020, and Human Rights Act 1993, ensuring fair treatment and proper handling of personal information. It provides a balanced framework for both objective performance metrics and subjective feedback, supporting good faith employment relationships as required under New Zealand law.
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1. Employee Information: Basic details including employee name, position, department, and evaluation period
2. Manager Information: Details of the evaluating manager, including name and position
3. Performance Rating Scale: Clear explanation of the rating system used in the evaluation (e.g., 1-5 scale with definitions)
4. Core Competencies Assessment: Evaluation of fundamental job skills and behaviors required for the role
5. Goals and Objectives Review: Assessment of achievement against previously set goals and objectives
6. Overall Performance Summary: General assessment of the employee's overall performance during the review period
7. Future Goals and Development: Setting of new goals and development objectives for the next period
8. Employee Comments: Space for employee to provide feedback and comments on the evaluation
9. Acknowledgment and Signatures: Section for both parties to sign and date, confirming discussion of the evaluation
1. Project-Specific Performance: Additional section for evaluating performance on specific projects, used when employee has been involved in significant projects during the review period
2. Leadership Competencies: Section for evaluating leadership capabilities, used for employees in management positions
3. Technical Skills Assessment: Detailed evaluation of role-specific technical skills, used for technical positions
4. Health and Safety Compliance: Assessment of adherence to health and safety protocols, used in roles with significant safety responsibilities
5. Client/Stakeholder Feedback: Section incorporating feedback from clients or key stakeholders, used in customer-facing or collaborative roles
1. Performance Metrics Schedule: Detailed breakdown of quantitative performance indicators and achievements
2. Development Plan: Detailed plan for professional development, including specific training needs and timeline
3. Previous Goals Review: Documentation of goals set in previous evaluation and degree of achievement
4. Competency Framework: Detailed description of competencies and behaviors expected at the employee's level
Relevant legal definitions
Performance Period
Review Date
Performance Rating
Core Competencies
Key Performance Indicators (KPIs)
Development Goals
Performance Objectives
Evaluator
Employee
Line Manager
Performance Improvement Plan
Rating Scale
Exceptional Performance
Meets Expectations
Needs Improvement
Professional Development
Good Faith
Reasonable Performance Standards
Direct Report
Peer Review
Self-Assessment
Performance Metrics
Career Development Plan
Evaluation Cycle
Performance Standards
Review Date
Performance Rating
Core Competencies
Key Performance Indicators (KPIs)
Development Goals
Performance Objectives
Evaluator
Employee
Line Manager
Performance Improvement Plan
Rating Scale
Exceptional Performance
Meets Expectations
Needs Improvement
Professional Development
Good Faith
Reasonable Performance Standards
Direct Report
Peer Review
Self-Assessment
Performance Metrics
Career Development Plan
Evaluation Cycle
Performance Standards
Clauses
Performance Assessment
Goals and Objectives
Rating Scale
Confidentiality
Privacy
Review Process
Employee Rights
Feedback Mechanism
Development Planning
Performance Metrics
Evaluation Period
Signatures and Acknowledgment
Dispute Resolution
Good Faith Obligations
Record Keeping
Review Frequency
Appeal Process
Performance Improvement
Professional Development
Goals and Objectives
Rating Scale
Confidentiality
Privacy
Review Process
Employee Rights
Feedback Mechanism
Development Planning
Performance Metrics
Evaluation Period
Signatures and Acknowledgment
Dispute Resolution
Good Faith Obligations
Record Keeping
Review Frequency
Appeal Process
Performance Improvement
Professional Development
Relevant Industries
Professional Services
Retail
Manufacturing
Technology
Healthcare
Education
Financial Services
Construction
Hospitality
Public Sector
Non-Profit
Agriculture
Transport and Logistics
Media and Communications
Relevant Teams
Human Resources
Operations
Finance
Marketing
Sales
Information Technology
Research and Development
Customer Service
Legal
Administration
Quality Assurance
Product Development
Supply Chain
Public Relations
Relevant Roles
Chief Executive Officer
Department Manager
Team Leader
Senior Professional
Project Manager
Administrative Assistant
Technical Specialist
Sales Representative
Customer Service Representative
Operations Manager
Human Resources Manager
Financial Analyst
Marketing Coordinator
Research and Development Engineer
Quality Assurance Specialist
Entry-level Professional
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