The 60 Day Performance Review document is a standard tool in New Zealand employment practice, designed to assess and document an employee's performance during their initial period with an organization. This review typically takes place at the end of the first two months of employment, serving as a crucial checkpoint in the employee's journey with the organization. The document is structured to comply with New Zealand employment legislation, particularly the Employment Relations Act 2000, and includes comprehensive evaluation criteria, performance metrics, and development goals. It is particularly valuable for organizations implementing formal probationary periods or structured onboarding processes, providing a documented framework for performance discussions and decision-making regarding continued employment.
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1. Employee Information: Basic details including employee name, position, department, employment start date, and review period
2. Review Purpose: Clear statement of the 60-day review purpose and its role in the employment relationship
3. Performance Criteria: List of key performance indicators and competencies being assessed
4. Achievement Assessment: Detailed evaluation of performance against established goals and expectations set at employment start
5. Core Competencies Evaluation: Assessment of essential job-related skills and behavioral competencies
6. Manager's Comments: Overall assessment and specific feedback from the immediate supervisor
7. Employee Comments: Space for employee's self-assessment and response to the review
8. Action Items: Specific areas for improvement and development goals
9. Acknowledgment: Signatures of both parties confirming the review has been discussed and understood
1. Probationary Status Review: Include when the 60-day review is part of a formal probationary period
2. Training Completion Status: Include when specific training was required during the initial 60-day period
3. Performance Improvement Plan: Include when performance issues have been identified and require formal tracking
4. Role Adjustment Recommendations: Include when the review indicates a need for role modifications or position changes
5. Peer Feedback Summary: Include when peer review has been part of the evaluation process
1. Schedule A - Performance Metrics: Detailed breakdown of quantitative performance indicators and achievements
2. Schedule B - Job Description: Original job description against which performance is measured
3. Schedule C - Training Record: Record of completed training and developmental activities during the period
4. Appendix 1 - Review Meeting Notes: Detailed notes from the performance review discussion
5. Appendix 2 - Supporting Documentation: Any relevant supporting documents, certificates, or performance evidence
Relevant legal definitions
Clauses
Relevant Industries
Technology
Financial Services
Healthcare
Manufacturing
Retail
Professional Services
Education
Government
Hospitality
Construction
Non-profit
Telecommunications
Media and Entertainment
Transportation and Logistics
Relevant Teams
Human Resources
People Operations
Employee Relations
Talent Management
Performance Management
Leadership Development
Organizational Development
Relevant Roles
Human Resources Manager
HR Business Partner
People Operations Manager
Talent Management Specialist
Department Manager
Line Manager
Team Leader
Supervisor
Chief Human Resources Officer
HR Director
Performance Management Specialist
Employee Relations Manager
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