Legal Templates
Employee Coaching Form

Employee Coaching Form for South Africa

Employee Coaching Form Template for South Africa

A comprehensive document designed for the South African workplace that facilitates and documents structured coaching sessions between employees and their supervisors or designated coaches. The form complies with South African labor legislation, including the Skills Development Act and Labour Relations Act, while providing a framework for recording performance discussions, development goals, action plans, and progress tracking. It serves as both a practical tool for guiding coaching conversations and an official record of employee development initiatives, ensuring transparency and accountability in the coaching process.

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What is a Employee Coaching Form?

The Employee Coaching Form is a essential tool in South African workplace development and performance management processes. It is designed to be used whenever formal coaching sessions take place, whether for performance improvement, skills development, or career progression. The document complies with South African labor legislation, particularly the Skills Development Act 97 of 1998 and the Labour Relations Act 66 of 1995, which emphasize employee development and fair labor practices. The form captures crucial information including coaching objectives, action plans, timelines, and progress metrics, serving as an official record of development initiatives and agreements between employees and their coaches or supervisors. It's particularly valuable for maintaining consistent documentation of coaching interventions and ensuring alignment with organizational development goals while protecting both employer and employee interests.

What sections should be included in a Employee Coaching Form?

1. Employee Information: Basic details including employee name, ID number, position, department, and length of service

2. Coach/Supervisor Information: Details of the person conducting the coaching, including name, position, and relationship to employee

3. Coaching Session Details: Date, time, location, and type of coaching session (scheduled/impromptu, performance-related/development-related)

4. Areas for Discussion: Specific topics, skills, behaviors, or performance issues to be addressed during the coaching session

5. Current Situation Assessment: Detailed description of the current performance level, behavior, or situation requiring coaching

6. Goals and Objectives: Clear statement of what needs to be achieved through the coaching process

7. Action Plan: Specific steps, timelines, and resources needed to achieve the stated goals

8. Follow-up Plan: Schedule for review meetings and monitoring of progress

9. Acknowledgment: Signatures of both parties confirming their understanding and commitment to the coaching plan

What sections are optional to include in a Employee Coaching Form?

1. Previous Coaching History: Summary of past coaching sessions and outcomes, used when there have been previous coaching interventions

2. Resource Requirements: Specific tools, training, or support needed, included when additional resources are required

3. Performance Metrics: Specific KPIs or measurements to track progress, used when coaching is related to quantifiable performance issues

4. Employee Self-Assessment: Space for employee to provide their perspective, included when a more collaborative approach is desired

5. Barriers to Success: Identification of potential obstacles, included when there are known challenges to achieving goals

What schedules should be included in a Employee Coaching Form?

1. Skills Development Plan: Detailed plan outlining specific skills to be developed and methods of development

2. Progress Tracking Template: Form for recording progress against set objectives during follow-up sessions

3. Resource List: List of available training materials, courses, or other resources relevant to the coaching plan

4. Performance Standards: Reference document outlining expected performance levels or behavioral standards

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

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Jurisdiction

South Africa

Publisher

Genie AI

Document Type

Employment Form

Sector

Employment

Cost

Free to use
Relevant Industries

Financial Services

Manufacturing

Retail

Technology

Healthcare

Education

Mining

Construction

Professional Services

Telecommunications

Public Sector

Hospitality

Transport and Logistics

Agriculture

Energy

Relevant Teams

Human Resources

Learning and Development

Operations

Production

Sales

Customer Service

Information Technology

Finance

Administration

Quality Assurance

Research and Development

Marketing

Legal

Supply Chain

Management

Relevant Roles

HR Manager

Learning and Development Specialist

Department Manager

Team Leader

Supervisor

Line Manager

Performance Coach

Training Coordinator

HR Business Partner

Department Head

Executive Coach

Skills Development Facilitator

Operations Manager

Project Manager

Section Head

Industries
Labour Relations Act 66 of 1995: Governs the relationship between employers and employees, including fair treatment and procedural requirements for performance management and development
Basic Conditions of Employment Act 75 of 1997: Sets out the fundamental rights of employees and obligations of employers, including requirements for documentation and record-keeping of employment-related matters
Skills Development Act 97 of 1998: Provides framework for training and development of employees, including requirements for skills programs and workplace learning
Employment Equity Act 55 of 1998: Ensures fair treatment and equal opportunities in the workplace, including non-discriminatory practices in employee development and advancement
Protection of Personal Information Act 4 of 2013: Regulates how personal information should be collected, processed, stored and shared, affecting how employee performance and development data is handled
Promotion of Access to Information Act 2 of 2000: Governs access to records and information, including employee's right to access their personal employment records and development documentation
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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