The Team Performance Evaluation Form serves as a crucial tool for Malaysian organizations to assess and document team performance in accordance with local employment laws and regulations. This document is typically used during quarterly or annual review cycles to evaluate team achievements, collaborative efforts, and collective progress toward organizational goals. It includes sections for objective performance metrics, behavioral assessments, and development planning, all structured to comply with Malaysian employment legislation, particularly the Employment Act 1955 and its recent amendments. The form supports fair and transparent evaluation processes while providing documentation for HR records and performance-based decisions.
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1. Employee Information: Basic information including team member names, employee IDs, department, and evaluation period
2. Team Details: Information about the team being evaluated, including team name, function, and size
3. Performance Criteria: Core competencies and skills being evaluated, including teamwork, productivity, and quality of work
4. Rating Scale: Clear explanation of the rating system used (e.g., 1-5 scale with definitions for each level)
5. Performance Metrics: Specific measurable objectives and KPIs for the team
6. Overall Assessment: Summary of the team's performance and final rating
7. Feedback and Comments: Space for detailed feedback and observations
8. Action Plan: Recommendations for improvement and development plans
9. Acknowledgment: Signatures of evaluator(s) and team leader confirming review completion
1. Peer Review Section: Optional section for peer feedback and 360-degree evaluation inputs
2. Project-Specific Achievements: For teams working on specific projects or initiatives
3. Cultural Fit Assessment: Evaluation of team's alignment with company values and culture
4. Training Needs Analysis: Identification of skill gaps and recommended training programs
5. Client/Stakeholder Feedback: For customer-facing teams, including external feedback
6. Innovation and Initiative: Assessment of team's creative contributions and proactive improvements
1. Schedule A: Performance Rating Rubric: Detailed descriptions of performance levels for each evaluation criterion
2. Schedule B: KPI Definitions: Detailed definitions and calculation methods for each KPI
3. Schedule C: Competency Framework: Detailed breakdown of required competencies and their indicators
4. Appendix 1: Development Resources: List of available training and development resources
5. Appendix 2: Previous Evaluation Summary: Summary of previous evaluation results for progress tracking
Relevant legal definitions
Clauses
Relevant Industries
Technology
Manufacturing
Financial Services
Healthcare
Education
Retail
Professional Services
Construction
Telecommunications
Hospitality
Public Sector
Energy
Logistics
Consumer Goods
Relevant Teams
Human Resources
Operations
Finance
Sales
Marketing
Information Technology
Research and Development
Customer Service
Quality Assurance
Production
Legal
Administration
Business Development
Supply Chain
Corporate Communications
Relevant Roles
Human Resources Manager
Performance Management Specialist
Department Director
Team Leader
Project Manager
Operations Manager
HR Business Partner
Chief Human Resources Officer
Talent Development Manager
Line Manager
Division Head
Managing Director
CEO
Department Supervisor
Performance Review Coordinator
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