The Appraisal Letter is a critical human resources document used to formalize the outcomes of employee performance reviews in Irish organizations. It serves multiple purposes: documenting performance assessments, setting future objectives, recording development needs, and communicating compensation decisions. The letter must be drafted in compliance with Irish employment law and data protection requirements, particularly considering the Employment Equality Acts 1998-2015 and GDPR. An Appraisal Letter typically follows a structured performance review meeting and should be issued promptly after the review to maintain accuracy and relevance. The document becomes part of the employee's official personnel record and may be referenced for future employment decisions, promotion considerations, or in the event of employment-related disputes.
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1. Letter Header: Company letterhead, date, employee name and address
2. Opening Statement: Reference to the appraisal meeting date and participants
3. Performance Period: Clearly state the period covered by the appraisal
4. Performance Assessment: Summary of key achievements, areas of strength, and overall performance rating
5. Areas for Development: Identified areas for improvement and specific development needs
6. Goals and Objectives: Agreed-upon objectives for the next review period
7. Compensation Review: Any changes to compensation or benefits resulting from the appraisal
8. Acknowledgment: Space for signatures of both the employee and manager
9. Next Steps: Information about the next review date and any immediate action items
1. Training Recommendations: Specific training or development programs recommended for the employee
2. Promotion/Career Path: Discussion of career progression opportunities, to be included when relevant
3. Performance Improvement Plan: To be included when specific performance issues need to be addressed
4. Special Projects: Details of any special assignments or responsibilities for the coming period
5. Probation Status: For employees on probation, include assessment of probation progress and any decisions made
1. Performance Metrics: Detailed breakdown of performance scores across different competencies
2. Development Plan: Detailed action plan for addressing development needs
3. Job Description: Current job description and responsibilities
4. Performance Rating Scale: Explanation of the company's performance rating system and criteria
5. Goals Framework: SMART goals template and specific objectives for the next period
Relevant legal definitions
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Financial Services
Technology
Healthcare
Manufacturing
Retail
Professional Services
Education
Public Sector
Telecommunications
Construction
Hospitality
Non-Profit
Media and Entertainment
Energy
Transportation and Logistics
Relevant Teams
Human Resources
Finance
Operations
Sales
Marketing
Information Technology
Research and Development
Customer Service
Legal
Administration
Product Development
Quality Assurance
Business Development
Strategy
Procurement
Relevant Roles
CEO
Director
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Department Manager
Team Leader
Supervisor
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Customer Service Representative
Operations Manager
Research Scientist
Administrative Assistant
Technical Specialist
Product Manager
Business Analyst
Account Manager
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