The Modern Performance Review document is essential for organizations operating in New Zealand to maintain compliant and effective performance management processes. This document should be used during formal performance review periods (typically annual or bi-annual) to evaluate employee performance, set objectives, and plan professional development. It adheres to New Zealand employment law requirements, including the Employment Relations Act 2000, Privacy Act 2020, and Human Rights Act 1993. The review template encompasses key performance indicators, competency assessments, achievement recognition, and development planning, providing a structured framework for meaningful performance discussions and documentation. It's designed to support fair, transparent, and constructive performance management while protecting both employer and employee interests under New Zealand law.
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1. Employee Information: Basic details including employee name, position, department, manager, and review period
2. Performance Rating Scale: Explanation of the rating system used in the review (e.g., 1-5 scale, definitions of each rating level)
3. Key Performance Indicators (KPIs): Assessment of performance against previously agreed quantitative targets and metrics
4. Core Competencies Evaluation: Assessment of key behavioral competencies and skills required for the role
5. Achievement Summary: Overview of major accomplishments and contributions during the review period
6. Areas for Development: Identification of skills or competencies requiring improvement
7. Goals and Objectives: Setting of new goals and objectives for the next review period
8. Overall Performance Rating: Summary rating based on all evaluation components
9. Signatures and Acknowledgment: Space for employee and manager signatures, including date and any comments
1. 360-Degree Feedback Summary: Include when the organization uses multi-source feedback as part of the review process
2. Project-Specific Evaluation: For employees involved in significant projects during the review period
3. Technical Skills Assessment: Detailed evaluation of role-specific technical competencies for technical positions
4. Leadership Capability Assessment: For employees in management or leadership positions
5. Health and Safety Performance: For roles with specific health and safety responsibilities
6. Career Development Plan: When focusing on long-term career progression within the organization
7. Remuneration Review: When the performance review is directly linked to compensation decisions
1. Performance Metrics Detail: Detailed breakdown of quantitative performance metrics and calculations
2. Competency Framework: Detailed descriptions of each competency and behavioral indicators
3. Development Resources: List of available training, development programs, and resources
4. Previous Period Goals: Record of goals and objectives from the previous review period
5. Performance Improvement Plan Template: If needed, template for documenting specific improvement requirements and timelines
Authors
Relevant legal definitions
Clauses
Relevant Industries
Technology
Financial Services
Healthcare
Education
Manufacturing
Retail
Professional Services
Government
Telecommunications
Construction
Hospitality
Non-profit
Energy
Transportation
Media and Entertainment
Relevant Teams
Human Resources
Finance
Marketing
Sales
Operations
Information Technology
Legal
Research and Development
Customer Support
Product Development
Quality Assurance
Administration
Business Development
Strategy
Communications
Relevant Roles
Chief Executive Officer
Department Manager
Team Leader
Project Manager
Software Developer
Financial Analyst
Human Resources Manager
Marketing Specialist
Sales Representative
Operations Manager
Customer Service Representative
Administrative Assistant
Research Scientist
Product Manager
Business Analyst
Technical Support Specialist
Account Manager
Quality Assurance Engineer
Legal Counsel
Data Analyst
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