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A Performance Review Document captures and formalizes an employee's work assessment during their regular evaluations. It tracks key accomplishments, areas for growth, and specific goals against measurable standards, following Singapore's Employment Act guidelines on fair performance management.

This essential record protects both employers and staff by documenting feedback, compensation decisions, and development plans. Many Singapore companies use these reviews as part of their MOM-compliant HR practices, especially when making promotion, bonus, or disciplinary decisions. The document typically includes ratings, supervisor comments, and employee acknowledgment to ensure transparency.

Use Performance Review Documents regularly throughout the year to track employee progress and maintain clear records of work performance. Most Singapore companies conduct these reviews quarterly or bi-annually, with a comprehensive annual assessment aligned with bonus periods and salary reviews.

Key times to prepare these documents include promotion considerations, performance improvement discussions, or when addressing specific workplace concerns. They're particularly important before making significant employment decisions - from awarding merit increases to managing underperformance - as they provide crucial documentation that meets MOM requirements for fair employment practices.

• Employee Evaluation Form: Standard annual or semi-annual review template for general staff performance tracking
• 360 Degree Performance Appraisal Form: Comprehensive feedback from peers, supervisors, and subordinates
• Probationary Review Form: Specific evaluation for new hires during their probation period
• Supplier Evaluation Form: Adapted performance review for vendor assessment and compliance
• Kitchen Employee Evaluation Form: Specialized assessment for F&B industry staff focusing on culinary skills

• HR Managers: Create and customize Performance Review Documents, ensuring compliance with MOM guidelines and company policies
• Direct Supervisors: Complete evaluations, provide specific feedback, and recommend action items for employee development
• Department Heads: Review and approve assessments, ensure consistency across teams, and align with organizational goals
• Employees: Participate in self-evaluation, acknowledge feedback, and sign completed reviews as part of their employment record
• Senior Management: Use review data for strategic workforce planning, compensation decisions, and talent development initiatives

• Employee Information: Collect current job title, department, length of service, and previous review dates
• Performance Data: Gather attendance records, project completion rates, customer feedback, and key achievements
• Review Criteria: Define measurable KPIs aligned with job description and company objectives
• Documentation: Compile relevant emails, project reports, and incident records from the review period
• Template Selection: Choose appropriate GenieAI review template based on employee level and department needs
• Stakeholder Input: Schedule feedback sessions with team members and cross-functional managers

• Employee Details: Full name, position, department, and employee ID as per MOM requirements
• Performance Metrics: Clear, measurable criteria aligned with job scope and company objectives
• Rating System: Standardized evaluation scale with defined performance levels
• Review Period: Specific timeframe being assessed, typically covering 6-12 months
• Development Plan: Concrete goals and improvement areas for the next review period
• Acknowledgment Section: Signature blocks for employee, supervisor, and HR representative with dates
• Confidentiality Statement: Clear terms about the private nature of review information

A Performance Review Document differs significantly from a Performance Improvement Plan (PIP), though they're often confused. While both relate to employee performance, they serve distinct purposes in Singapore's employment framework.

• Purpose and Timing: Performance Reviews are regular, scheduled assessments for all employees, while PIPs are specific interventions for underperforming staff
• Legal Implications: Reviews are standard HR records, but PIPs often serve as formal documentation before potential termination, requiring stricter MOM compliance
• Content Focus: Reviews evaluate overall performance and development, while PIPs outline specific performance deficiencies and mandatory improvement targets
• Duration: Reviews typically cover 6-12 months of work, whereas PIPs set shorter, focused timeframes (usually 30-90 days) for improvement
• Outcome: Reviews may lead to promotions or raises, while PIPs generally result in either performance improvement or employment action