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Performance Appraisal Letter

Performance Appraisal Letter Template for Hong Kong

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Key Requirements PROMPT example:

Performance Appraisal Letter

"I need a Performance Appraisal Letter for a senior software developer who has exceeded expectations and is being considered for a team lead position, including details of their project successes in 2025 and a 15% salary increase."

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Document background
The Performance Appraisal Letter is a crucial document in Hong Kong's employment framework, typically issued following formal performance review cycles. It serves multiple purposes: documenting performance evaluations, communicating feedback, and recording any resulting decisions about compensation or career progression. The document must comply with Hong Kong's Employment Ordinance and related legislation, particularly regarding fair treatment and data privacy. Performance Appraisal Letters are commonly issued annually or semi-annually, though special reviews may be conducted outside regular cycles. They form part of an employee's official record and may be referenced for employment decisions, promotional opportunities, or legal proceedings, making it essential that they are carefully drafted and maintain appropriate professional tone and objectivity.
Suggested Sections

1. Letter Header: Company letterhead, date, reference number, and confidentiality statement

2. Employee Information: Recipient's name, position, department, and employee ID

3. Opening Statement: Purpose of the letter and review period covered

4. Performance Assessment Summary: Overall rating and brief summary of performance evaluation

5. Key Achievements: Specific accomplishments and contributions during the review period

6. Areas for Improvement: Identified development areas and specific recommendations

7. Performance Rating: Detailed breakdown of ratings across different performance criteria

8. Compensation Impact: Any salary adjustments, bonuses, or other compensation changes resulting from the appraisal

9. Acknowledgment: Space for employee and manager signatures, date of discussion

10. Closing: Next steps, contact information for questions, and formal closing

Optional Sections

1. Career Development Plan: Specific training, development goals, and career progression opportunities - include when there are concrete development plans

2. Performance Improvement Plan: Detailed action plan for addressing performance issues - include for underperforming employees

3. Promotion/Role Change: Details of any role changes or promotions - include when applicable

4. Previous Goals Review: Assessment of goals set in previous appraisal - include when following up on specific previous objectives

5. Next Period Objectives: New goals and objectives for the upcoming period - include when setting future expectations

6. Special Projects/Assignments: Review of specific projects or additional responsibilities - include for project-based roles

Suggested Schedules

1. Performance Metrics Detail: Detailed breakdown of performance scores and metrics

2. Competency Assessment: Detailed evaluation against core competencies and job-specific skills

3. Goal Achievement Report: Detailed analysis of goal completion and outcomes

4. Development Plan Details: Specific training programs, timeline, and resources for development

5. Performance Improvement Plan Details: Specific targets, timelines, and support measures for improvement

6. Compensation Adjustment Details: Breakdown of any compensation changes including effective dates

Authors

Alex Denne

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

alex.den.21@genieai.co
Relevant legal definitions

























Clauses




















Relevant Industries

Financial Services

Technology

Manufacturing

Retail

Professional Services

Healthcare

Education

Construction

Hospitality

Telecommunications

Legal Services

Real Estate

Media and Entertainment

Logistics and Transportation

Public Sector

Relevant Teams

Human Resources

Legal

Compliance

Senior Management

Operations

Performance Management

Talent Development

Employee Relations

Organizational Development

Learning & Development

Relevant Roles

Chief Executive Officer

Managing Director

Department Manager

Human Resources Director

HR Manager

HR Business Partner

Talent Development Manager

Performance Management Specialist

Line Manager

Team Leader

Supervisor

Department Head

Regional Manager

Branch Manager

Operations 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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