Interim Performance Appraisal Template for Saudi Arabia

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Key Requirements PROMPT example:

Interim Performance Appraisal

"I need an Interim Performance Appraisal template for a technology startup in Saudi Arabia with 50 employees, focusing on technical skills evaluation and Saudization compliance, to be implemented by March 2025."

Document background

The Interim Performance Appraisal document serves as a crucial tool for organizations operating in Saudi Arabia to conduct structured mid-period performance evaluations. This document type is typically used between annual reviews to track progress, adjust objectives, and provide formal feedback to employees. It complies with Saudi Labor Law requirements and Ministry of Human Resources and Social Development guidelines regarding employee evaluation and documentation. The interim performance appraisal includes assessment of key performance indicators, competency evaluation, development planning, and alignment with organizational objectives while considering Saudization requirements. It creates a documented trail of performance discussions and agreed-upon action items, protecting both employer and employee interests under Saudi jurisdiction.

Suggested Sections

1. Employee Information: Basic details including employee name, ID, position, department, and reporting manager

2. Review Period: Specific timeframe covered by this interim appraisal

3. Performance Objectives: List of pre-agreed objectives and KPIs set for the review period

4. Achievement Assessment: Evaluation of performance against set objectives with specific examples

5. Core Competencies Evaluation: Assessment of key competencies required for the role

6. Areas of Strength: Highlighted achievements and positive contributions

7. Areas for Improvement: Specific areas where development is needed

8. Action Plan: Agreed steps for improvement until next review

9. Overall Rating: Summary rating based on predetermined performance scale

10. Acknowledgment: Signatures of employee, manager, and HR representative with date

Optional Sections

1. Project-Specific Performance: Used when employee is involved in specific projects requiring separate evaluation

2. Training and Development Progress: Include when specific training goals were set in previous reviews

3. Customer/Stakeholder Feedback: Relevant for customer-facing roles or positions with key stakeholder interactions

4. Leadership Assessment: For employees in management positions or being groomed for leadership roles

5. Cultural Fit and Values Alignment: Used when company places specific emphasis on cultural values assessment

6. Saudization Contribution: For roles involved in meeting Nitaqat requirements or mentoring Saudi nationals

Suggested Schedules

1. Performance Rating Scale: Detailed explanation of the rating system and criteria for each level

2. KPI Measurement Framework: Specific metrics and calculation methods for performance indicators

3. Competency Framework: Detailed description of core competencies and their assessment criteria

4. Development Resources: List of available training and development resources

5. Previous Review Summary: Summary of last formal review for progress comparison

6. Job Description: Current job description against which performance is measured

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co

Relevant legal definitions

Clauses

Relevant Industries

Banking and Financial Services

Oil and Gas

Technology

Healthcare

Construction

Manufacturing

Retail

Education

Professional Services

Telecommunications

Government Services

Hospitality

Transportation and Logistics

Relevant Teams

Human Resources

Finance

Operations

Sales

Marketing

Information Technology

Customer Service

Research and Development

Legal

Administration

Quality Assurance

Production

Supply Chain

Business Development

Corporate Communications

Relevant Roles

Chief Executive Officer

Department Director

Manager

Supervisor

Team Leader

Project Manager

Senior Specialist

Specialist

Analyst

Associate

Coordinator

Administrator

Technical Lead

Sales Representative

Customer Service Representative

Operations Manager

HR Manager

Finance Manager

Marketing Manager

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Authors

Alex Denne

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