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Interim Performance Review for Hong Kong

Interim Performance Review Template for Hong Kong

A comprehensive interim performance review document designed for use in Hong Kong, compliant with local employment legislation including the Employment Ordinance (Cap. 57) and Personal Data (Privacy) Ordinance (Cap. 486). The document facilitates a structured mid-period evaluation of employee performance, capturing progress against objectives, competency assessments, development needs, and action plans. It includes provisions for both employee and manager input, ensuring a balanced and transparent review process while maintaining proper documentation for HR purposes.

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What is a Interim Performance Review?

The Interim Performance Review document serves as a formal mid-cycle assessment tool for evaluating employee performance in Hong Kong organizations. It is typically used between annual reviews to track progress, adjust objectives, and address development needs in a timely manner. The document incorporates requirements from Hong Kong's employment legislation and best practices in performance management, ensuring fair and objective evaluation while protecting both employer and employee interests. It includes sections for performance metrics, competency assessment, development planning, and mutual feedback, making it a crucial tool for ongoing performance dialogue and employee development. This interim review format helps organizations maintain consistent performance monitoring and provide timely feedback, while creating a documented history of performance discussions that can inform annual reviews and career development decisions.

What sections should be included in a Interim Performance Review?

1. Employee Information: Basic details including employee name, position, department, employee ID, review period, and date of review

2. Performance Period: Specific timeframe covered by this interim review

3. Performance Objectives Review: Assessment of progress against previously set objectives and KPIs

4. Core Competencies Evaluation: Review of key competencies required for the role including technical skills, soft skills, and behavioral aspects

5. Achievement Highlights: Notable accomplishments and contributions during the review period

6. Areas for Development: Identification of skills or competencies requiring improvement

7. Action Plan: Specific steps and resources needed to address development areas and achieve objectives

8. Employee Comments: Space for employee's self-assessment and response to the review

9. Manager Comments: Overall assessment and feedback from the direct supervisor

10. Acknowledgment: Signatures of employee, reviewer, and HR representative confirming review discussion

What sections are optional to include in a Interim Performance Review?

1. Project-Specific Performance: For employees involved in specific projects, detailed evaluation of project-related performance and outcomes

2. 360-Degree Feedback Summary: When 360-degree feedback is part of the review process, summary of feedback from peers, subordinates, and other stakeholders

3. Training Record: Overview of training completed during the review period and its impact on performance

4. Compliance Review: For regulated roles or industries, assessment of compliance with relevant regulations and internal policies

5. Remote Work Performance: For employees working remotely, specific evaluation of remote work effectiveness and collaboration

6. Language Proficiency Update: For roles requiring specific language skills, assessment of language proficiency development

What schedules should be included in a Interim Performance Review?

1. Performance Metrics Dashboard: Detailed quantitative metrics and KPIs with actual performance against targets

2. Development Plan: Comprehensive plan outlining specific training needs, career development goals, and timeline

3. Prior Review Summary: Brief summary of previous performance review outcomes and progress made since then

4. Job Description: Current job description against which performance is being evaluated

5. Competency Framework: Detailed framework used for evaluating core competencies specific to the role

Authors

Alex Denne

Head of Growth (Open Source Law) @ Ƶ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Jurisdiction

Hong Kong

Publisher

Ƶ

Document Type

Reference Letter

Cost

Free to use
Relevant legal definitions

























Clauses




















Relevant Industries

Financial Services

Technology

Manufacturing

Retail

Healthcare

Professional Services

Education

Hospitality

Telecommunications

Real Estate

Construction

Logistics and Transportation

Media and Entertainment

Energy and Utilities

Non-Profit Organizations

Relevant Teams

Human Resources

Finance

Information Technology

Marketing

Sales

Operations

Legal

Research and Development

Customer Service

Product Development

Quality Assurance

Business Development

Administration

Public Relations

Strategy

Relevant Roles

Chief Executive Officer

Department Director

Senior Manager

Project Manager

Team Leader

Human Resources Manager

Financial Analyst

Software Developer

Marketing Specialist

Sales Representative

Customer Service Representative

Operations Manager

Research Analyst

Administrative Assistant

Technical Support Specialist

Product Manager

Business Development Manager

Legal Counsel

Quality Assurance Specialist

Account Manager

Industries







Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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