The Mid Probation Review is a critical HR document used in Hong Kong employment contexts to assess and document an employee's performance during their probationary period. This document is typically implemented halfway through the standard probation period (usually 3-6 months) to provide structured feedback and evaluate the employee's progress toward meeting job requirements. It serves multiple purposes: documenting performance, identifying areas for improvement, setting clear expectations for the remainder of the probation period, and providing a basis for decisions about continued employment. The review must comply with Hong Kong's Employment Ordinance and related legislation, including provisions for fair evaluation and non-discrimination. It forms part of the employee's official record and can be crucial in supporting employment decisions at the end of the probation period.
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1. Employee Information: Basic details including employee name, position, department, start date, and probation period duration
2. Review Period: Specific time period covered by this mid-probation review
3. Performance Criteria Assessment: Evaluation of key performance indicators, job-specific competencies, and behavioral competencies
4. Achievement of Objectives: Review of goals set at the beginning of probation and progress made
5. Areas of Strength: Specific examples of where the employee has performed well
6. Areas for Improvement: Specific areas where development is needed
7. Action Plan: Specific steps/targets for the remainder of the probation period
8. Overall Assessment: Summary evaluation and preliminary indication of probable probation outcome
9. Acknowledgment: Signatures of reviewer, employee, and HR representative with date
1. Training Needs: Required when specific training or development needs are identified during the review
2. Extended Probation Recommendation: Include when considering extending the probation period, stating reasons and new duration
3. Special Projects/Assignments: When employee has been involved in specific projects during the review period
4. Team Feedback: When collective feedback from team members or other departments is relevant
5. Performance Improvement Plan: When significant performance issues need to be addressed formally
1. Performance Metrics Sheet: Detailed scoring sheet with specific performance indicators and ratings
2. Initial Job Objectives: Copy of objectives set at the start of employment
3. Training Record: Record of any training completed during the probation period
4. Incident Reports: Documentation of any significant incidents (positive or negative) during the review period
5. Employee Self-Assessment Form: Employee's own evaluation of their performance and progress
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Manufacturing
Retail
Healthcare
Education
Professional Services
Real Estate
Hospitality
Telecommunications
Construction
Logistics
Media and Entertainment
Non-Profit
Government and Public Sector
Relevant Teams
Human Resources
Legal
Operations
Management
Administration
Department Heads
Line Management
Employee Relations
Talent Management
Performance Management
Relevant Roles
HR Director
HR Manager
HR Officer
Department Manager
Team Leader
Supervisor
Line Manager
Operations Manager
Managing Director
Chief Executive Officer
Department Head
Regional Manager
Branch Manager
Project Manager
Senior Executive
Executive
Administrator
Coordinator
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