The One On One Performance Review document is a critical tool for managing employee performance and development within organizations operating in Hong Kong. It is typically used during formal performance review cycles (annually, bi-annually, or quarterly) to document employee achievements, areas for improvement, and future objectives. The document ensures compliance with Hong Kong employment laws, including the Employment Ordinance (Cap. 57) and Personal Data (Privacy) Ordinance (Cap. 486). It incorporates essential elements such as performance metrics, goal achievement assessment, competency evaluation, and development planning, while providing a formal record of the review discussion and outcomes. This document is particularly important for maintaining transparent performance management processes and supporting employment-related decisions.
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1. Employee Information: Basic details including employee name, position, department, employee ID, review period, and date of review
2. Performance Metrics: Specific evaluation criteria and ratings for key performance areas including job responsibilities, skills, and competencies
3. Achievement Review: Assessment of goals and objectives set in previous review period, including specific accomplishments and challenges
4. Core Competencies Evaluation: Assessment of fundamental skills and behaviors required for the role
5. Overall Performance Rating: Summary rating based on all evaluation criteria, using the company's standard rating scale
6. Future Goals and Objectives: Specific, measurable goals for the next review period
7. Development Plan: Identified areas for improvement and specific action steps for professional development
8. Comments and Acknowledgment: Space for both manager and employee comments, and signatures acknowledging review discussion
1. Peer Feedback Summary: Include when 360-degree feedback is part of the review process
2. Project-Specific Performance: Include for project-based roles or when significant projects were completed during review period
3. Technical Skills Assessment: Include for technical roles requiring specific skill evaluations
4. Leadership Competencies: Include for management positions or employees being groomed for leadership roles
5. Client/Customer Feedback: Include for customer-facing roles or when relevant feedback is available
6. Compliance and Risk Management: Include for roles with significant compliance responsibilities or risk management duties
1. Performance Rating Scale Guide: Detailed explanation of the rating system used in the review
2. KPI Achievement Data: Quantitative data and metrics supporting the performance evaluation
3. Training and Development Record: Record of completed training and development activities during the review period
4. Previous Period Goals: List of goals and objectives from the previous review period
5. Performance Improvement Plan Template: Standard template for documenting specific improvement needs and action steps when required
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Professional Services
Manufacturing
Retail
Healthcare
Education
Hospitality
Construction
Real Estate
Transportation
Telecommunications
Media and Entertainment
Non-profit
Government
Relevant Teams
Human Resources
Finance
Marketing
Sales
Information Technology
Operations
Legal
Research and Development
Customer Service
Product Development
Quality Assurance
Business Development
Administration
Strategy
Corporate Communications
Relevant Roles
Chief Executive Officer
Department Director
Senior Manager
Project Manager
Team Leader
Human Resources Manager
Marketing Executive
Sales Representative
Software Engineer
Financial Analyst
Operations Manager
Customer Service Representative
Research Analyst
Administrative Assistant
Product Manager
Business Development Manager
Quality Assurance Specialist
Legal Counsel
Data Scientist
Account Manager
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