The Office Manager Performance Review document serves as a crucial tool for evaluating and documenting the performance of administrative leadership roles within organizations operating in South Africa. It is designed to comply with South African labour legislation, including the Labour Relations Act, Basic Conditions of Employment Act, and Employment Equity Act. This document should be used during formal performance review periods (typically semi-annually or annually) to assess key performance areas, track professional development, and align individual performance with organizational objectives. It includes sections for objective assessment, development planning, and mutual feedback, ensuring a fair and comprehensive evaluation process that supports both employee growth and organizational compliance with local regulations.
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1. Employee Information: Basic details including employee name, position, department, reporting manager, and review period
2. Performance Rating Scale: Explanation of the rating system used in the review (e.g., 1-5 scale with definitions)
3. Key Performance Areas: Assessment of core responsibilities and duties as per job description
4. Competency Assessment: Evaluation of skills, knowledge, and behaviors required for the role
5. Goals Achievement: Review of goals set in previous period and extent of achievement
6. Overall Performance Summary: Consolidated assessment and final rating
7. Development Plan: Identified areas for improvement and specific action plans
8. Employee Comments: Space for employee's response to the evaluation
9. Acknowledgment: Signatures of employee, reviewer, and HR representative confirming review completion
1. Peer Review Summary: Include when 360-degree feedback is part of the review process
2. Project-Specific Performance: Include when the employee has been involved in specific major projects during the review period
3. Client/Stakeholder Feedback: Include when the role has significant external interaction
4. Performance Improvement Plan: Include when performance falls below expected standards
5. Bonus/Increment Recommendations: Include when the review is linked to compensation decisions
1. Schedule A - Job Description: Current job description against which performance is measured
2. Schedule B - KPI Dashboard: Detailed metrics and achievements for the review period
3. Schedule C - Previous Review Summary: Copy of the last performance review for progress comparison
4. Schedule D - Training Record: Record of training and development activities completed during the review period
5. Schedule E - Supporting Documentation: Evidence of achievements, certificates, commendations, or incident reports
Relevant legal definitions
Review Period
Performance Rating
Key Performance Areas
Key Performance Indicators
Competency
Development Plan
Performance Improvement Plan
Line Manager
Reviewing Manager
Employee
Human Resources Representative
Performance Standards
Core Responsibilities
Objectives
Target
Achievement
Rating Scale
Satisfactory Performance
Unsatisfactory Performance
Exceptional Performance
Professional Development
Remedial Action
Feedback Session
Assessment Criteria
Performance Metrics
Review Cycle
Evaluation Date
Signing Date
Next Review Date
Supporting Documentation
Performance Rating
Key Performance Areas
Key Performance Indicators
Competency
Development Plan
Performance Improvement Plan
Line Manager
Reviewing Manager
Employee
Human Resources Representative
Performance Standards
Core Responsibilities
Objectives
Target
Achievement
Rating Scale
Satisfactory Performance
Unsatisfactory Performance
Exceptional Performance
Professional Development
Remedial Action
Feedback Session
Assessment Criteria
Performance Metrics
Review Cycle
Evaluation Date
Signing Date
Next Review Date
Supporting Documentation
Clauses
Performance Evaluation Criteria
Rating Methodology
Confidentiality
Review Process
Performance Standards
Feedback Mechanisms
Documentation Requirements
Appeal Process
Development Planning
Goal Setting
Performance Improvement
Review Timeline
Acknowledgment and Signatures
Rights and Obligations
Dispute Resolution
Record Keeping
Data Protection
Non-Discrimination
Professional Development
Remedial Actions
Rating Methodology
Confidentiality
Review Process
Performance Standards
Feedback Mechanisms
Documentation Requirements
Appeal Process
Development Planning
Goal Setting
Performance Improvement
Review Timeline
Acknowledgment and Signatures
Rights and Obligations
Dispute Resolution
Record Keeping
Data Protection
Non-Discrimination
Professional Development
Remedial Actions
Relevant Industries
Financial Services
Professional Services
Healthcare
Education
Manufacturing
Technology
Retail
Non-Profit
Government
Construction
Real Estate
Media and Entertainment
Telecommunications
Legal Services
Relevant Teams
Human Resources
Operations
Administration
Facilities Management
Office Services
Executive Support
Business Support
General Services
Corporate Services
Relevant Roles
Office Manager
Administrative Manager
Facilities Manager
Operations Coordinator
Executive Assistant
Administrative Team Lead
Office Services Manager
Business Support Manager
Workspace Manager
Administration Supervisor
Office Operations Manager
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