The Appraisal Feedback Form serves as a standardized tool for conducting and documenting employee performance evaluations in Canadian organizations. This document is essential for maintaining consistent performance management practices while ensuring compliance with Canadian employment standards, privacy laws, and human rights legislation. It should be used during formal performance review periods (typically annual or semi-annual) to document employee achievements, areas for improvement, goal-setting, and development plans. The form includes sections for both quantitative ratings and qualitative feedback, ensuring comprehensive evaluation while maintaining appropriate documentation for HR records as required by Canadian workplace regulations. Its structure supports fair and objective assessment practices while providing clear documentation of performance discussions between employees and their supervisors.
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1. Employee Information: Basic details including employee name, ID, position, department, and review period
2. Performance Ratings Scale: Clear explanation of the rating system used (e.g., 1-5 scale, definitions of each rating level)
3. Core Competencies Assessment: Evaluation of fundamental job-related skills and behaviors
4. Goals Achievement: Review of previously set goals and extent of achievement
5. Overall Performance Summary: General assessment of the employee's overall performance during the review period
6. Future Goals and Development: Setting of new goals and development objectives for the next period
7. Employee Comments: Space for employee to provide feedback and comments on the evaluation
8. Signatures and Acknowledgment: Space for both evaluator and employee signatures, dates, and acknowledgment of review discussion
1. Project-Specific Achievements: Additional section for reviewing specific project contributions, used when employee has been involved in significant projects
2. Leadership Competencies: Section specifically for evaluating leadership capabilities, used for management positions
3. Technical Skills Assessment: Detailed evaluation of role-specific technical skills, used for technical positions
4. 360-Degree Feedback Summary: Section incorporating feedback from peers and other stakeholders, used when 360-degree feedback is part of the process
5. Performance Improvement Plan: Additional section for documenting specific areas requiring improvement and action plans, used when performance issues need to be addressed
1. Competency Framework: Detailed description of competencies and behaviors expected at different performance levels
2. Rating Guidelines: Comprehensive guide explaining the rating criteria and examples of performance at each level
3. Goal-Setting Template: Template for documenting SMART goals for the next review period
4. Development Resources: List of available training and development resources aligned with common development needs
Relevant legal definitions
Clauses
Relevant Industries
Healthcare
Financial Services
Technology
Manufacturing
Retail
Education
Professional Services
Public Sector
Non-Profit
Construction
Transportation
Telecommunications
Energy
Mining
Hospitality
Legal Services
Relevant Teams
Human Resources
People Operations
Organizational Development
Learning & Development
Employee Relations
Performance Management
Talent Management
Executive Leadership
Legal
Compliance
Relevant Roles
HR Manager
HR Director
HR Business Partner
Performance Management Specialist
Training and Development Manager
Department Manager
Team Leader
Supervisor
Director
Vice President
CEO
Operations Manager
Project Manager
Department Head
Chief Human Resources Officer
Talent Development Specialist
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