The Performance Appraisal Letter is a crucial document in Irish employment practice, used to formally document the outcomes of employee performance reviews. It serves multiple purposes: providing written feedback on employee performance, setting expectations for future performance, and maintaining compliance with Irish employment legislation, including the Employment Equality Acts 1998-2015 and data protection requirements. The letter typically follows a structured performance review meeting and includes specific details about achievements, areas for improvement, and agreed-upon objectives. This document becomes part of the employee's personnel file and may be referenced for future employment decisions, making it essential for both performance management and legal compliance purposes.
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1. Letter Header: Company letterhead, date, employee details, and reference number
2. Opening Statement: Purpose of the letter and reference to the performance review meeting date
3. Review Period: Specification of the time period covered by the performance appraisal
4. Performance Assessment Summary: Overall rating and brief summary of performance evaluation
5. Key Achievements: Outline of main accomplishments during the review period
6. Core Competencies Evaluation: Assessment of performance against key job responsibilities and competencies
7. Goals and Objectives Review: Evaluation of achievement against previously set goals
8. Future Objectives: New goals and objectives for the upcoming period
9. Closing Statement: Next steps, acknowledgment request, and signature blocks
1. Performance Improvement Plan: Detailed action plan for addressing performance gaps - include when performance falls below expected standards
2. Compensation Review: Details of any salary adjustments or bonuses - include when performance review is tied to compensation changes
3. Professional Development Plan: Specific training or development recommendations - include when significant development needs are identified
4. Promotion Recommendation: Details of proposed promotion or role change - include when performance merits advancement
5. Probation Outcome: Confirmation of passing probation - include for probationary period reviews
6. Disciplinary Actions: Reference to any formal warnings or disciplinary measures - include when performance issues have led to formal action
1. Performance Metrics Report: Detailed breakdown of quantitative performance indicators and achievements
2. Competency Assessment Form: Detailed scoring and comments for each competency area
3. Goal Achievement Evidence: Documentation supporting the achievement of specific objectives
4. Development Plan Details: Comprehensive professional development plan with timelines and resources
5. Performance Improvement Plan Details: Specific measures, targets, and timelines for performance improvement
6. Previous Review Summary: Copy of previous performance appraisal for reference and progress tracking
Authors
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Healthcare
Professional Services
Manufacturing
Retail
Education
Public Sector
Telecommunications
Pharmaceutical
Construction
Hospitality
Non-Profit
Legal Services
Insurance
Relevant Teams
Human Resources
Legal
Compliance
Senior Management
Operations
Performance Management
Employee Relations
Talent Management
Administrative Support
People Operations
Relevant Roles
Human Resources Director
HR Manager
HR Business Partner
Line Manager
Department Manager
Team Leader
Supervisor
Managing Director
CEO
Department Head
Performance Management Specialist
HR Administrator
Chief Human Resources Officer
Regional Manager
Operations Manager
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