The Work Goals For Performance Review document is a crucial tool in Hong Kong's performance management framework, designed to establish clear performance expectations and evaluation criteria between employers and employees. This document is typically implemented at the start of each review period or upon significant role changes, serving as a formal agreement that outlines specific, measurable objectives aligned with both organizational goals and individual career development. It complies with Hong Kong's Employment Ordinance and related legislation, ensuring fair and transparent performance evaluation processes while protecting both employer and employee interests. The document includes detailed performance metrics, development goals, and review timelines, forming the foundation for regular performance discussions and annual reviews.
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1. Employee Information: Basic details including employee name, position, department, reporting manager, and review period
2. Purpose Statement: Brief explanation of the document's purpose and how it fits into the overall performance management process
3. Core Responsibilities: List of primary job duties and responsibilities against which performance will be measured
4. SMART Goals: Specific, Measurable, Achievable, Relevant, and Time-bound objectives for the review period
5. Key Performance Indicators (KPIs): Quantifiable metrics that will be used to measure success in achieving goals
6. Development Goals: Skills, competencies, or qualifications to be developed during the review period
7. Review Schedule: Timeline for progress reviews and final evaluation
8. Acknowledgment: Signatures of employee, manager, and HR representative confirming agreement to the goals
1. Team Goals: Include when employee has team leadership responsibilities or when team-based objectives are relevant
2. Project-Specific Objectives: Add for employees involved in specific projects during the review period
3. Budget Responsibilities: Include for managers or employees with financial responsibilities
4. Client Management Goals: Add for customer-facing roles or account management positions
5. Innovation Targets: Include for roles where creativity and new ideas are key success factors
6. Compliance Objectives: Add for roles in regulated industries or with specific compliance responsibilities
1. Schedule A - Performance Metrics Detail: Detailed breakdown of how each KPI will be measured and calculated
2. Schedule B - Competency Framework: Company's competency framework relevant to the employee's level and role
3. Schedule C - Development Plan: Specific training, courses, or development activities planned for the review period
4. Appendix 1 - Goal Setting Guidelines: Company guidelines for setting and measuring performance goals
5. Appendix 2 - Performance Rating Scale: Definition of performance ratings and criteria for each level
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Manufacturing
Retail
Healthcare
Professional Services
Education
Construction
Hospitality
Telecommunications
Real Estate
Logistics
Media and Entertainment
Public Sector
Non-Profit
Relevant Teams
Human Resources
Finance
Information Technology
Marketing
Sales
Operations
Legal
Research and Development
Customer Service
Business Development
Quality Assurance
Product Development
Administration
Public Relations
Strategy
Relevant Roles
Chief Executive Officer
Department Director
Senior Manager
Project Manager
Human Resources Manager
Financial Analyst
Software Developer
Marketing Specialist
Sales Representative
Customer Service Representative
Operations Manager
Research Analyst
Administrative Assistant
Product Manager
Quality Assurance Specialist
Legal Counsel
Business Development Manager
Account Executive
Data Scientist
Technical Support Engineer
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