The Probation Appraisal Form is a standardized document used in Hong Kong to evaluate employees during their probationary period, typically lasting between 3 to 6 months as per common practice under Hong Kong employment law. This document is essential for maintaining clear records of employee performance assessment and ensuring compliance with the Employment Ordinance (Cap. 57) and related legislation. It includes comprehensive evaluation criteria covering technical competencies, behavioral aspects, and overall job performance, serving as a basis for decisions about permanent employment. The form is designed to protect both employer and employee interests by providing transparent evaluation criteria and documented feedback, while adhering to Hong Kong's legal requirements regarding employment relationships and performance assessment.
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1. Employee Information: Basic details including employee name, position, department, probation start date, and scheduled end date
2. Job Requirements: Brief outline of the key responsibilities and expectations of the role
3. Performance Criteria: List of core competencies and skills being evaluated
4. Rating Scale: Explanation of the rating system used in the evaluation (e.g., 1-5 scale, definitions of each rating)
5. Performance Assessment: Detailed evaluation of various performance aspects including technical skills, soft skills, and job-specific competencies
6. Attendance and Punctuality: Review of attendance record during probation period
7. Overall Performance Summary: General summary of the employee's performance during the probation period
8. Recommendation: Clear indication of whether the employee has passed probation, requires extension, or employment should be terminated
9. Signatures and Date: Space for signatures of the evaluator, employee, and HR representative
1. Training Completed: List of training programs completed during probation - include when specific training requirements exist for the role
2. Project Contributions: Specific projects worked on and contributions made - relevant for project-based roles
3. Customer/Client Feedback: Summary of any customer or client feedback received - important for customer-facing roles
4. Team Feedback: Input from team members or other departments - useful for collaborative roles
5. Development Areas: Specific areas identified for future development - particularly relevant if probation is extended
6. Performance Improvement Plan: Detailed plan for improvement - include when performance issues are identified but termination is not recommended
1. Job Description: Detailed job description against which the employee is being evaluated
2. Performance Metrics: Specific KPIs or objectives set at the start of probation
3. Training Record: Detailed record of training completed and certifications obtained
4. Incident Reports: Documentation of any significant incidents (positive or negative) during probation
5. Previous Review Notes: Notes from any informal reviews conducted during the probation period
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Technology
Retail
Manufacturing
Professional Services
Healthcare
Education
Hospitality
Construction
Logistics and Transportation
Media and Entertainment
Real Estate
Public Sector
Telecommunications
Consumer Goods
Relevant Teams
Human Resources
People Operations
Personnel Management
Learning & Development
Talent Management
Employee Relations
HR Operations
Performance Management
Organizational Development
HR Administration
Relevant Roles
HR Manager
HR Director
Department Manager
Team Leader
Supervisor
Line Manager
Division Head
HR Business Partner
HR Administrator
Performance Management Specialist
Talent Development Manager
Employee Relations Manager
HR Operations Manager
Training Manager
Recruitment Manager
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