The Team Feedback Form serves as a standardized tool for conducting and documenting regular performance evaluations in South African organizations. This document is designed to facilitate constructive dialogue between managers and employees while ensuring compliance with South African labor laws, including the Labour Relations Act, Employment Equity Act, and Protection of Personal Information Act (POPIA). The form should be used during scheduled performance reviews, typically conducted quarterly or bi-annually, to document performance assessments, set goals, track progress, and plan development activities. It includes sections for rating core competencies, documenting achievements, identifying areas for improvement, and creating action plans for professional development. The form's structure supports fair and transparent evaluation processes while providing a clear record of performance discussions for both current reference and future tracking.
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1. Employee Information: Basic details including employee name, ID number, position, department, and reporting manager
2. Review Period: Specific timeframe covered by the feedback assessment
3. Performance Criteria: Key performance areas and competencies being evaluated
4. Rating Scale: Clear explanation of the rating system used for evaluation
5. Core Competencies Assessment: Evaluation of fundamental skills and behaviors required for the role
6. Goals Achievement: Assessment of progress against previously set objectives
7. Strengths and Achievements: Documentation of notable accomplishments and positive contributions
8. Areas for Development: Identification of skills or competencies requiring improvement
9. Action Plan: Specific steps and timeline for addressing development areas
10. Signatures and Acknowledgment: Space for both employee and manager signatures, confirming discussion of feedback
1. Peer Feedback: Input from team members and colleagues, used when 360-degree feedback is required
2. Career Development Goals: Long-term career aspirations and development plans, included for more comprehensive annual reviews
3. Self-Assessment: Employee's own evaluation of their performance, included when using a two-way feedback approach
4. Project-Specific Evaluation: Assessment of performance on specific projects, used for project-based roles
5. Training Recommendations: Specific training or development opportunities identified, included when significant skill gaps are identified
1. Performance Rating Guidelines: Detailed explanation of rating criteria and examples of performance at each level
2. Competency Framework: Detailed breakdown of expected competencies for the role and their indicators
3. Development Resources: List of available training programs, mentoring opportunities, and development resources
4. Previous Goals and Objectives: Record of goals set in previous review periods and their outcomes
Relevant legal definitions
Review Period
Performance Rating
Core Competencies
Key Performance Indicators
Development Areas
Performance Goals
Action Plan
Line Manager
Reviewer
Reviewee
Performance Improvement Plan
Evaluation Criteria
Rating Scale
Peer Review
Self-Assessment
Career Development Plan
Competency Framework
Performance Standards
Feedback Session
Development Objectives
Achievement Metrics
Professional Development
Performance Cycle
Evaluation Period
Skills Matrix
Performance Rating
Core Competencies
Key Performance Indicators
Development Areas
Performance Goals
Action Plan
Line Manager
Reviewer
Reviewee
Performance Improvement Plan
Evaluation Criteria
Rating Scale
Peer Review
Self-Assessment
Career Development Plan
Competency Framework
Performance Standards
Feedback Session
Development Objectives
Achievement Metrics
Professional Development
Performance Cycle
Evaluation Period
Skills Matrix
Clauses
Confidentiality
Personal Information Protection
Performance Evaluation Process
Rating Methodology
Grievance Procedure
Appeal Rights
Documentation Requirements
Review Frequency
Employee Rights and Obligations
Manager Rights and Obligations
Data Protection
Record Keeping
Non-Discrimination
Fair Treatment
Dispute Resolution
Performance Improvement Process
Feedback Session Requirements
Goal Setting and Review
Amendment Procedures
Acknowledgment and Signatures
Personal Information Protection
Performance Evaluation Process
Rating Methodology
Grievance Procedure
Appeal Rights
Documentation Requirements
Review Frequency
Employee Rights and Obligations
Manager Rights and Obligations
Data Protection
Record Keeping
Non-Discrimination
Fair Treatment
Dispute Resolution
Performance Improvement Process
Feedback Session Requirements
Goal Setting and Review
Amendment Procedures
Acknowledgment and Signatures
Relevant Industries
Financial Services
Technology
Manufacturing
Retail
Healthcare
Education
Professional Services
Mining
Construction
Telecommunications
Public Sector
Non-Profit
Agriculture
Energy
Transportation
Relevant Teams
Human Resources
Performance Management
Learning & Development
Talent Management
Operations
Finance
Information Technology
Sales
Marketing
Customer Service
Research & Development
Legal
Administration
Production
Quality Assurance
Relevant Roles
Human Resources Manager
Department Manager
Team Leader
Supervisor
Performance Management Specialist
HR Business Partner
Chief Human Resources Officer
Learning and Development Manager
Talent Development Specialist
Operations Manager
Project Manager
Division Head
Executive Director
CEO
Line Manager
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