The Employer Evaluation Form is a standardized document used by organizations in Hong Kong to conduct formal performance assessments of their employees. This document is typically used during regular performance review cycles (annual, semi-annual, or quarterly) and serves as an official record of employee performance evaluation. The form complies with Hong Kong's employment legislation, including the Employment Ordinance and various anti-discrimination ordinances, while incorporating best practices in performance management. It captures essential information about employee achievements, areas for improvement, and development goals, providing a documented basis for personnel decisions such as promotions, compensation adjustments, or performance improvement plans. The structured format ensures consistency in evaluation processes across the organization while maintaining compliance with local regulatory requirements.
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1. Employee Information: Basic details including employee name, position, department, employee ID, and evaluation period
2. Evaluator Information: Details of the supervisor/manager conducting the evaluation including name, position, and relationship to employee
3. Performance Metrics: Core evaluation criteria including job knowledge, quality of work, productivity, and reliability
4. Behavioral Competencies: Assessment of workplace behaviors including teamwork, communication, and initiative
5. Goals Achievement: Evaluation of performance against previously set goals and objectives
6. Overall Rating: Summary score or rating based on all evaluation criteria
7. Development Plan: Identified areas for improvement and proposed action steps
8. Comments Section: Space for additional remarks from evaluator and employee
9. Acknowledgment: Signatures of evaluator and employee confirming review of evaluation
1. Project-Specific Performance: For employees involved in specific projects during the evaluation period
2. Leadership Assessment: For employees in management positions or being evaluated for leadership potential
3. Technical Skills Assessment: For roles requiring specific technical competencies
4. Client/Stakeholder Feedback: For customer-facing roles or positions with significant stakeholder interaction
5. Innovation and Creativity: For roles where creative problem-solving is essential
6. Safety and Compliance: For positions where safety protocols or regulatory compliance is crucial
7. Remote Work Performance: For employees working remotely or in hybrid arrangements
1. Rating Scale Guide: Detailed explanation of the rating system and scoring criteria
2. Competency Framework: Detailed descriptions of each competency and performance level
3. Goal-Setting Template: Template for documenting new goals for the next evaluation period
4. Performance Improvement Plan Template: Standard template for documenting specific improvement needs and action steps
5. Job Description: Current job description against which performance is evaluated
6. Previous Evaluation Summary: Summary of the last evaluation period's results for progress comparison
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Healthcare
Retail
Manufacturing
Professional Services
Education
Construction
Hospitality
Transportation
Real Estate
Media and Entertainment
Telecommunications
Government and Public Sector
Non-Profit Organizations
Relevant Teams
Human Resources
People Operations
Performance Management
Talent Development
Learning and Development
Employee Relations
Organizational Development
Compensation and Benefits
Personnel Administration
HR Operations
HR Analytics
Relevant Roles
HR Manager
HR Director
Performance Management Specialist
Department Manager
Team Leader
Supervisor
Chief Human Resources Officer
HR Business Partner
Training and Development Manager
Talent Management Director
Operations Manager
General Manager
Line Manager
Project Manager
Division Head
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