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A Performance Review Document captures and tracks an employee's work achievements, challenges, and development goals in Hong Kong workplaces. It forms the official record of regular performance discussions between managers and staff members, typically conducted annually or semi-annually.

Under Hong Kong employment practices, these documents help protect both employers and employees by creating clear performance standards and expectations. They often support decisions about promotions, bonuses, and salary adjustments while providing essential documentation for HR compliance. Good performance reviews include specific examples, measurable targets, and action plans for improvement.

Create Performance Review Documents during key moments in the employment cycle - after probation periods, at regular intervals (usually every 6-12 months), and before contract renewals. These reviews become especially important when considering salary adjustments, promotions, or addressing performance concerns.

Hong Kong employers need these documents to support HR decisions and protect against potential employment disputes. They're essential when documenting performance issues, setting improvement targets, or building cases for bonuses and advancement. Regular reviews also help track employee development and maintain clear communication about expectations and achievements throughout the year.

• Employee Evaluation Form: Standard annual review format with scoring metrics and competency assessments
• Staff Employment Confirmation Letter: Documents successful completion of performance requirements for permanent status
• Confirm Probation Letter: Initial performance evaluation specifically for new hires during probation
• Self Employment Verification Letter: Self-assessment component used in comprehensive performance reviews

• HR Managers: Create and maintain Performance Review Documents, ensuring compliance with Hong Kong employment laws and company policies
• Direct Supervisors: Complete evaluations, provide specific feedback, and set performance targets for their team members
• Employees: Participate in self-assessment, acknowledge review outcomes, and commit to development goals
• Senior Management: Review aggregate performance data for promotion decisions and strategic planning
• Legal Department: Ensures review documentation meets employment law requirements and supports fair HR practices

• Gather Employee Data: Collect job description, KPIs, past reviews, and achievements since last evaluation
• Review Company Standards: Check internal HR policies and Hong Kong employment guidelines on performance assessment
• Document Incidents: Compile notes on specific performance examples, both positive and areas for improvement
• Set Clear Metrics: Define measurable goals and expectations for the next review period
• Use Digital Tools: Our platform generates legally-compliant Performance Review Documents tailored to Hong Kong requirements
• Prepare Documentation: Include training records, customer feedback, and relevant performance statistics

• Employee Details: Full name, position, department, and employment duration
• Performance Metrics: Specific, measurable criteria aligned with job responsibilities
• Review Period: Clear start and end dates for the evaluation timeframe
• Development Goals: Agreed-upon targets and timelines for skill improvement
• Acknowledgment Section: Signatures from employee, supervisor, and HR representative
• Privacy Statement: Compliance with Hong Kong's PDPO regarding personal data handling
• Appeal Process: Employee's right to challenge or respond to the evaluation

While both documents address employee performance, a Performance Review Document differs significantly from a Performance Improvement Plan in several key ways.

• Primary Purpose: Performance Reviews evaluate overall job performance and development, while Improvement Plans specifically address performance deficiencies and set corrective actions
• Timing and Duration: Reviews occur at regular intervals for all employees, while Improvement Plans are implemented as needed and typically run for 30-90 days
• Legal Implications: Reviews document general career progression and compensation decisions, while Improvement Plans often serve as formal documentation before potential disciplinary actions
• Content Focus: Reviews cover achievements and goals broadly, while Improvement Plans detail specific performance issues and required remedial steps