The Appraisal Meeting document is a crucial tool in South African workplace performance management, designed to comply with local labor legislation and best practices in employee performance evaluation. This document is used whenever formal performance reviews are conducted, typically annually or bi-annually, but may also be used for special performance reviews or probation assessments. It captures essential information including performance ratings, achievements, areas for improvement, and development plans. The document ensures compliance with South African employment laws, particularly the Labour Relations Act and Employment Equity Act, while providing a standardized approach to performance management across all organizational levels. The format allows for objective setting, performance measurement, and feedback documentation, serving as both a current assessment tool and a reference point for future performance discussions.
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1. Meeting Details: Date, time, location, and attendees of the appraisal meeting
2. Employee Information: Employee's full name, employee number, position, department, and length of service
3. Manager Information: Appraising manager's name, position, and department
4. Performance Period: The specific period under review
5. Performance Objectives Review: Assessment of performance against previously set objectives and KPIs
6. Key Achievements: Notable accomplishments during the review period
7. Areas for Development: Identified areas where improvement is needed
8. Overall Performance Rating: Final performance rating based on the company's rating scale
9. Future Objectives: New objectives and KPIs for the next review period
10. Action Plan: Specific steps agreed upon for performance improvement or development
11. Employee Comments: Space for employee to provide their feedback and comments on the appraisal
12. Signatures: Formal acknowledgment of the appraisal meeting by both parties
1. Salary Review: Used when the appraisal meeting includes discussion of compensation changes
2. Career Development Plan: Used when specific career progression opportunities are discussed
3. Performance Improvement Plan: Required when significant performance issues need to be addressed formally
4. Training Requirements: Used when specific training needs are identified during the appraisal
5. Promotion Discussion: Include when promotion possibilities are discussed during the meeting
6. 360-Degree Feedback Summary: Used when feedback from multiple sources has been collected as part of the appraisal process
1. Performance Rating Scale: Detailed explanation of the company's performance rating system
2. Previous Objectives: Copy of objectives set in the last appraisal meeting
3. Supporting Documentation: Any relevant performance data, statistics, or feedback collected during the review period
4. Development Resources: List of available training programs, courses, or development opportunities
5. Job Description: Current job description against which performance is measured
Relevant legal definitions
Appraisal Period
Performance Objectives
Key Performance Indicators (KPIs)
Performance Rating
Development Plan
Performance Improvement Plan
Competencies
Performance Standards
Review Date
Appraiser
Appraisee
Line Manager
HR Representative
Career Development
Skills Gap
Training Needs
Performance Metrics
Evaluation Criteria
Core Competencies
Technical Competencies
Behavioral Competencies
Performance Review Committee
Rating Scale
Objectives
Target Date
Review Period
Personal Development Plan
Performance Assessment
Moderation Process
Grievance Procedure
Performance Objectives
Key Performance Indicators (KPIs)
Performance Rating
Development Plan
Performance Improvement Plan
Competencies
Performance Standards
Review Date
Appraiser
Appraisee
Line Manager
HR Representative
Career Development
Skills Gap
Training Needs
Performance Metrics
Evaluation Criteria
Core Competencies
Technical Competencies
Behavioral Competencies
Performance Review Committee
Rating Scale
Objectives
Target Date
Review Period
Personal Development Plan
Performance Assessment
Moderation Process
Grievance Procedure
Clauses
Confidentiality
Data Protection
Performance Assessment
Rating Methodology
Dispute Resolution
Review Process
Employee Rights
Documentation Requirements
Appeal Procedure
Performance Improvement
Development Planning
Feedback Process
Record Keeping
Meeting Procedures
Grievance Procedure
Amendment Process
Signatures and Acknowledgment
Review Period
Objective Setting
Performance Metrics
Data Protection
Performance Assessment
Rating Methodology
Dispute Resolution
Review Process
Employee Rights
Documentation Requirements
Appeal Procedure
Performance Improvement
Development Planning
Feedback Process
Record Keeping
Meeting Procedures
Grievance Procedure
Amendment Process
Signatures and Acknowledgment
Review Period
Objective Setting
Performance Metrics
Relevant Industries
Financial Services
Manufacturing
Mining
Retail
Technology
Healthcare
Education
Professional Services
Construction
Telecommunications
Agriculture
Energy
Transportation
Public Sector
Hospitality
Relevant Teams
Human Resources
Performance Management
Employee Relations
Training and Development
Talent Management
Operations
Senior Management
Middle Management
Line Management
Industrial Relations
Relevant Roles
Chief Executive Officer
Department Manager
Human Resources Director
Line Manager
Team Leader
Supervisor
Human Resources Business Partner
Performance Management Specialist
Training and Development Manager
Employee Relations Manager
Talent Management Specialist
Operations Manager
Project Manager
Department Head
Division Director
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