The Performance Improvement Plan Review document is a crucial HR management tool used to formally evaluate and document an employee's progress following a performance improvement period. This document type is particularly important in Hong Kong's employment landscape, where structured performance management processes help ensure compliance with local employment laws while protecting both employer and employee interests. The review document follows up on a previously implemented Performance Improvement Plan and should be used when the designated improvement period has concluded. It contains detailed assessments of performance against set objectives, documented evidence of progress or lack thereof, and clear conclusions about next steps. The document needs to comply with Hong Kong's Employment Ordinance and related legislation, particularly regarding fair treatment and potential termination procedures. It serves as both a management tool and a legal record, potentially becoming crucial documentation if employment decisions are later challenged.
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1. Letter Header: Company letterhead, date, and addressee details including employee name, position, and department
2. Subject Line: Clear indication that this is a PIP Review document with reference to the original PIP date
3. Introduction: Brief context setting, referencing the original PIP and review period
4. Performance Goals Review: Detailed assessment of each performance goal set in the original PIP and the level of achievement
5. Overall Progress Assessment: Summary evaluation of whether performance has improved sufficiently to meet required standards
6. Outcome Statement: Clear statement of the outcome of the PIP (successful completion, extension, or unsuccessful completion)
7. Next Steps: Specific actions or consequences based on the outcome, including any follow-up measures or requirements
8. Acknowledgment: Space for signatures of the employee, manager, and HR representative, with date
9. Closing: Professional closing with contact information for questions or concerns
1. Extended Goals: Include when PIP is being extended with modified or additional performance goals
2. Support Resources: List of additional resources or support offered to the employee, included when specific assistance is being provided
3. Appeal Process: Information about appeal procedures, included when the outcome is unsuccessful completion
4. Compliance Statement: Reference to relevant company policies and employment laws, included for legal compliance when necessary
5. Career Development Plan: Include when successful completion leads to new development opportunities or role modifications
1. Performance Metrics Summary: Detailed data and metrics showing performance against each PIP goal
2. Original PIP Document: Copy of the original Performance Improvement Plan for reference
3. Meeting Notes: Summary of key discussions and feedback sessions during the PIP period
4. Supporting Documentation: Any relevant evidence, examples, or documentation supporting the performance assessment
5. Action Plan: If PIP is extended or modified, detailed plan of new or revised performance goals and timelines
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Professional Services
Manufacturing
Retail
Healthcare
Education
Telecommunications
Hospitality
Construction
Public Sector
Legal Services
Consulting
Media and Entertainment
Transportation and Logistics
Relevant Teams
Human Resources
Legal
Employee Relations
Performance Management
Operations
Department Management
Branch Operations
Project Management
Training and Development
Relevant Roles
Human Resources Manager
HR Business Partner
Department Manager
Team Leader
Supervisor
Performance Management Specialist
HR Director
Chief Human Resources Officer
Employee Relations Manager
Line Manager
Operations Manager
Project Manager
Division Head
Regional Manager
Branch Manager
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