Performance Appraisal documents are essential tools in New Zealand's employment framework, used to formally evaluate and document employee performance, set objectives, and plan development activities. These documents must comply with New Zealand's Employment Relations Act 2000, Privacy Act 2020, and Human Rights Act 1993, ensuring fair treatment and non-discrimination in the evaluation process. The Performance Appraisal template is designed for use during regular performance reviews (typically annual or bi-annual) and includes sections for performance assessment, goal setting, and development planning. It serves as an official record of performance discussions and agreements between employees and their managers, while also providing a basis for career development and potential compensation decisions.
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1. Employee Information: Basic details including employee name, position, department, reporting manager, and period of review
2. Performance Period: Clear statement of the timeframe covered by the appraisal
3. Performance Objectives: List of agreed objectives and KPIs from the previous review period
4. Performance Assessment: Detailed evaluation of performance against each objective, including ratings and supporting examples
5. Core Competencies Evaluation: Assessment of key competencies required for the role
6. Overall Rating: Summary rating of overall performance with justification
7. Future Objectives: New objectives and targets for the next review period
8. Development Plan: Identified areas for improvement and proposed development activities
9. Employee Comments: Space for employee to provide feedback and comments on the appraisal
10. Acknowledgment: Signatures of employee, manager, and HR representative confirming review completion
1. Bonus/Compensation Review: Section linking performance to compensation changes or bonus calculations, used when performance is directly tied to remuneration
2. Career Progression: Discussion of career advancement opportunities and requirements, used for employees showing potential for progression
3. Performance Improvement Plan: Detailed action plan for addressing performance gaps, included when significant improvement is required
4. 360-Degree Feedback: Feedback from multiple stakeholders, used when comprehensive feedback is part of the evaluation process
5. Project-Specific Evaluation: Assessment of specific project contributions, included for project-based roles
1. Schedule 1: Performance Rating Scale: Detailed explanation of the rating system and criteria for each performance level
2. Schedule 2: Core Competency Framework: Detailed description of each core competency and behavioral indicators
3. Schedule 3: Job-Specific KPIs: Detailed metrics and targets specific to the employee's role
4. Appendix A: Development Resources: List of available training, development programs, and resources
5. Appendix B: Performance Review Timeline: Calendar of review-related meetings and deadlines
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Healthcare
Education
Manufacturing
Retail
Professional Services
Public Sector
Non-Profit
Construction
Hospitality
Transportation
Energy
Telecommunications
Legal Services
Relevant Teams
Human Resources
People & Culture
Learning & Development
Senior Leadership
Operations
Performance Management
Talent Management
Organizational Development
Employee Relations
Management
Administration
Relevant Roles
Chief Executive Officer
Department Manager
Human Resources Director
Team Leader
Supervisor
Project Manager
Senior Executive
Department Head
Line Manager
HR Business Partner
Performance Management Specialist
Talent Development Manager
Operations Manager
Regional Manager
Branch Manager
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