The Performance Appraisal Letter is a crucial document in Australian workplace relations, serving as a formal record of an employee's performance evaluation. It is typically issued following a performance review meeting and documents the discussion, assessment outcomes, and agreed-upon future objectives. The letter should comply with Australian employment law, including the Fair Work Act 2009 and relevant anti-discrimination legislation. It forms part of the employee's official employment record and may be referenced for future career development decisions, salary reviews, or performance management processes. Performance Appraisal Letters are essential tools for maintaining clear communication between employers and employees, documenting performance expectations, and supporting fair and transparent performance management practices.
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1. Letter Header: Company letterhead, date, employee details, and reference number
2. Salutation: Professional greeting addressing the employee by name
3. Introduction: Purpose of the letter and period covered by the performance review
4. Performance Assessment Overview: General summary of the employee's performance during the review period
5. Key Achievements: Specific accomplishments and positive contributions made during the review period
6. Performance Metrics: Quantitative and qualitative assessment against established KPIs and job responsibilities
7. Areas for Development: Identified areas where improvement is needed, presented constructively
8. Future Goals and Objectives: Clear outline of expectations and targets for the next review period
9. Closing Statement: Summary and acknowledgment of the employee's overall contribution
10. Signature Block: Space for signatures of both the evaluator and employee, with dates
1. Compensation Review: Details of any salary adjustments or bonus awards, included when the performance review is tied to compensation changes
2. Development Plan: Specific training or development opportunities identified, included when significant professional development is recommended
3. Performance Improvement Plan Reference: Reference to a separate Performance Improvement Plan, included when significant performance issues need to be addressed
4. Promotion Discussion: Details about potential career advancement opportunities, included when relevant to the employee's career progression
5. Prior Goals Review: Detailed review of goals set in previous appraisal, included when following up on specific previous objectives
1. Performance Metrics Schedule: Detailed breakdown of performance scores across different competencies and KPIs
2. Development Plan: Detailed outline of recommended training, courses, or development activities
3. Job Description: Current job description against which performance was measured
4. Goals and Objectives Worksheet: Detailed listing of specific goals and objectives for the next review period
Authors
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Technology and IT
Healthcare
Education
Manufacturing
Retail
Professional Services
Government and Public Sector
Mining and Resources
Construction
Telecommunications
Non-Profit Organizations
Hospitality and Tourism
Media and Entertainment
Legal Services
Relevant Teams
Human Resources
Management
Operations
Administration
Sales
Customer Service
Information Technology
Finance
Legal
Marketing
Research and Development
Production
Quality Assurance
Corporate Services
Business Development
Relevant Roles
Chief Executive Officer
Managing Director
Department Manager
Team Leader
HR Manager
HR Business Partner
Performance Management Specialist
Line Manager
Supervisor
Project Manager
Operations Manager
Regional Manager
Executive Assistant
Administrative Officer
Sales Representative
Customer Service Representative
Technical Specialist
Professional Staff
Graduate Employee
Senior Executive
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