The Performance Feedback Form serves as a standardized tool for evaluating employee performance in Pakistani organizations, ensuring compliance with local employment laws and regulations. This document is typically used during regular performance review cycles (quarterly, bi-annual, or annual) to assess employee achievements, competencies, and areas for development. The form incorporates key elements required by Pakistani labor laws, including fair evaluation criteria, employee response mechanisms, and proper documentation procedures as mandated by the Industrial and Commercial Employment (Standing Orders) Ordinance, 1968. It provides a framework for objective assessment while protecting both employer and employee interests through transparent evaluation processes.
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1. Employee Information: Basic details including employee name, ID, department, position, and review period
2. Performance Metrics: Key performance indicators and competencies being evaluated
3. Rating Scale Definition: Clear explanation of the rating system used (e.g., 1-5 scale with descriptions)
4. Core Competencies Assessment: Evaluation of fundamental job skills and behavioral competencies
5. Goals Achievement Review: Assessment of performance against previously set objectives
6. Overall Performance Rating: Summary score and general performance assessment
7. Comments and Recommendations: Detailed feedback and suggestions for improvement
8. Action Plan: Development goals and actions for the next review period
9. Signatures and Acknowledgment: Space for employee and evaluator signatures, dates, and acknowledgments
1. Self-Assessment Section: Optional section for employee self-evaluation, recommended for more comprehensive reviews
2. Peer Review Input: Optional section for incorporating feedback from colleagues, useful in collaborative environments
3. Training Needs Analysis: Optional section for identifying specific training requirements, recommended for development-focused reviews
4. Career Development Plans: Optional section for discussing long-term career goals and progression, suitable for annual reviews
5. Performance Improvement Plan: Optional section for employees needing specific improvement guidance, used when performance is below expectations
6. Bonus/Compensation Review: Optional section for linking performance to compensation, used when review is tied to financial decisions
1. Appendix A: Performance Rating Guidelines: Detailed guidelines explaining each rating level and criteria for assessment
2. Appendix B: Competency Framework: Detailed descriptions of each competency and expected behaviors at different levels
3. Appendix C: Goal Setting Template: Template for setting SMART goals for the next review period
4. Appendix D: Development Resources: List of available training and development resources
5. Schedule 1: Department-Specific KPIs: List of key performance indicators specific to different departments
6. Schedule 2: Review Timeline: Annual schedule of review periods and submission deadlines
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Information Technology
Manufacturing
Healthcare
Education
Retail
Telecommunications
Professional Services
Public Sector
Construction
Energy
Agriculture
Hospitality
Transportation and Logistics
Relevant Teams
Human Resources
Learning & Development
Performance Management
Employee Relations
Talent Management
Organizational Development
Operations
Administration
Management
Legal
Relevant Roles
Human Resources Manager
Department Manager
Line Manager
Supervisor
Team Leader
Performance Management Specialist
HR Business Partner
Training and Development Manager
Talent Management Specialist
Operations Manager
Division Head
Chief Human Resources Officer
Employee Relations Manager
Organizational Development Specialist
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