The 360 Degree Feedback Form is a crucial tool for modern performance management systems in Hong Kong organizations. This document is typically used during annual or semi-annual performance review cycles to gather comprehensive feedback about an employee's performance, behaviors, and competencies from multiple perspectives. The form complies with Hong Kong's Personal Data (Privacy) Ordinance and relevant employment laws, ensuring proper handling of sensitive personal information while maintaining evaluation fairness. It includes both quantitative ratings and qualitative feedback sections, covering various aspects such as core competencies, leadership capabilities, technical skills, and behavioral attributes. The document is designed to support objective performance evaluation, personal development planning, and career progression decisions while maintaining confidentiality and professional standards.
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1. Confidentiality Statement: Clear statement about the confidential nature of the feedback and how the information will be used
2. Employee Information: Details of the employee being evaluated (name, position, department, period under review)
3. Evaluator Information: Details of the person providing feedback (name, relationship to employee, length of working relationship)
4. Instructions: Clear guidelines on how to complete the form, rating scale explanation, and submission deadline
5. Core Competencies Assessment: Rating matrix for key competencies including leadership, communication, teamwork, technical skills, etc.
6. Performance Objectives: Assessment of achievement against set objectives and KPIs
7. Behavioral Competencies: Evaluation of workplace behaviors, interpersonal skills, and cultural fit
8. Open-Ended Feedback: Space for detailed comments on strengths, areas for improvement, and specific examples
9. Declaration: Confirmation that the feedback is honest, fair, and based on direct observation/experience
1. Project-Specific Performance: Additional section for evaluating performance on specific projects, used when the employee has been involved in significant project work
2. Leadership Capabilities: Detailed assessment of leadership skills, included when evaluating managers or employees in leadership positions
3. Technical Skills Assessment: In-depth evaluation of role-specific technical skills, used for technical positions
4. Innovation and Creativity: Assessment of creative thinking and innovation, included for roles requiring creative problem-solving
5. Client/Customer Feedback: Section for external stakeholder feedback, used when the role has significant client or customer interaction
1. Competency Framework: Detailed description of each competency and behavior being assessed
2. Rating Scale Guide: Detailed explanation of the rating scale with examples for each level
3. Role Profile: Description of the employee's role and key responsibilities
4. Feedback Guidelines: Best practices and examples for providing constructive feedback
5. Data Protection Notice: Detailed information about how the feedback data will be processed, stored, and used in compliance with privacy laws
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Professional Services
Healthcare
Education
Manufacturing
Retail
Telecommunications
Construction
Real Estate
Hospitality
Logistics
Media and Entertainment
Consulting
Non-Profit
Relevant Teams
Human Resources
Learning & Development
Talent Management
Performance Management
People Operations
Organizational Development
Employee Relations
Training
Leadership Development
Corporate Development
Relevant Roles
Human Resources Manager
Learning & Development Specialist
Performance Management Coordinator
Talent Development Manager
HR Business Partner
Department Manager
Team Leader
Executive
Director
Senior Manager
Project Manager
Operations Manager
Department Head
Chief Executive Officer
Chief Human Resources Officer
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