The Continuous Feedback In Performance Management document serves as a crucial policy framework for organizations operating in the Philippines that aim to implement modern, dynamic performance management practices. This document becomes necessary when organizations transition from traditional annual performance reviews to more frequent, developmental feedback approaches. It provides detailed guidelines on implementing continuous feedback processes while ensuring compliance with Philippine labor laws, including the Labor Code, DOLE regulations, and data privacy requirements. The document includes essential information about feedback frequencies, documentation requirements, roles and responsibilities, and integration with existing HR processes. It is particularly relevant in the context of the evolving Philippine workplace, where organizations increasingly recognize the value of regular performance conversations and agile goal-setting approaches.
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1. Parties: Identifies the organization and the employees to whom this policy applies
2. Background: Explains the purpose and objectives of implementing a continuous feedback performance management system
3. Definitions: Defines key terms used throughout the document including 'continuous feedback', 'performance metrics', 'development goals', etc.
4. Principles of Continuous Feedback: Outlines the core principles guiding the feedback process, including transparency, fairness, and development focus
5. Roles and Responsibilities: Defines the roles and responsibilities of managers, employees, and HR in the continuous feedback process
6. Feedback Framework: Details the structure and frequency of feedback sessions, including regular check-ins and formal reviews
7. Performance Criteria: Establishes the key performance areas and competencies that will be subject to feedback
8. Documentation Requirements: Specifies how feedback sessions should be documented and stored, ensuring compliance with data privacy laws
9. Development Planning: Describes how feedback should be used to create and update development plans
10. Review and Appeal Process: Outlines the procedures for reviewing and appealing feedback-related decisions
1. Remote Work Considerations: Special provisions for managing continuous feedback in remote or hybrid work environments
2. Performance Improvement Process: Detailed procedures for addressing performance concerns identified through continuous feedback
3. Rewards and Recognition: Framework for linking continuous feedback to reward and recognition programs
4. Technology Tools: Guidelines for using specific software or tools for recording and managing feedback
5. Cross-Cultural Considerations: Additional guidelines for managing feedback across different cultural contexts, particularly relevant for multinational organizations
1. Schedule A: Feedback Session Templates: Standard templates for documenting different types of feedback sessions
2. Schedule B: Performance Metrics Framework: Detailed breakdown of performance indicators and measurement criteria
3. Schedule C: Development Plan Template: Template for creating and tracking individual development plans
4. Schedule D: Feedback Best Practices Guide: Guidelines and examples for delivering effective feedback
5. Schedule E: Competency Framework: Detailed description of core and role-specific competencies
6. Appendix 1: Sample Feedback Phrases: Examples of constructive feedback statements for common situations
7. Appendix 2: Legal Compliance Checklist: Checklist ensuring feedback practices comply with Philippine labor laws
Relevant legal definitions
Clauses
Relevant Industries
Technology
Financial Services
Manufacturing
Retail
Healthcare
Education
Professional Services
Telecommunications
Business Process Outsourcing
Government and Public Sector
Non-Profit Organizations
Construction
Hospitality
Media and Entertainment
Relevant Teams
Human Resources
Legal
Operations
Learning and Development
Employee Relations
Senior Management
Organizational Development
Compliance
Internal Communications
Strategy
Relevant Roles
Human Resources Director
HR Manager
Performance Management Specialist
Learning and Development Manager
Department Head
Team Leader
Supervisor
HR Business Partner
Chief Human Resources Officer
Training Manager
Organizational Development Specialist
Employee Relations Manager
HR Operations Manager
Talent Management Specialist
Chief Executive Officer
Managing Director
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