The 60 Day Performance Review document serves as a crucial tool in South African employment relationships, typically used during probationary periods or as part of regular performance monitoring cycles. It is designed to comply with South African labor legislation, including the Labour Relations Act and Employment Equity Act, while providing a comprehensive framework for performance evaluation. The document facilitates fair and objective assessment of employee performance, documents achievements and challenges, and outlines development plans. It's particularly valuable for new hires, recently promoted employees, or when addressing specific performance concerns. The review process helps organizations maintain clear performance records, ensure legal compliance, and support employee development while protecting both employer and employee interests under South African employment law.
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1. Employee Information: Basic details including employee name, position, department, employee ID, date of employment, and reporting manager
2. Review Period: Specific dates covering the 60-day review period
3. Performance Criteria: Key performance areas and metrics against which the employee is being evaluated
4. Rating Scale: Explanation of the rating system used for evaluation (e.g., 1-5 scale with descriptions)
5. Core Competencies Assessment: Evaluation of fundamental job skills and behavioral competencies
6. Key Achievements: Specific accomplishments and contributions during the review period
7. Areas for Improvement: Identification of performance gaps and development needs
8. Action Plan: Specific steps and timeline for addressing identified improvement areas
9. Overall Performance Rating: Summary evaluation and final performance score
10. Acknowledgment and Signatures: Space for employee and manager signatures, dates, and comments
1. Training Recommendations: Specific training or development programs recommended for the employee's growth - include when development needs are identified
2. Probation Status: Decision regarding probation continuation or conclusion - include for probationary employees only
3. Career Development Plan: Long-term career progression planning - include for high-performing employees or when requested
4. Performance Improvement Plan: Detailed improvement requirements and timelines - include when performance is below expectations
5. Grievance Process: Information about the process for disputing review outcomes - include when there's disagreement about the evaluation
1. Performance Metrics Detail: Detailed breakdown of performance scores across all evaluation criteria
2. Job Description: Current role requirements and responsibilities against which performance was measured
3. Previous Review Summary: Summary of any prior performance discussions or informal feedback during the 60-day period
4. Development Resources: List of available training programs, mentoring opportunities, and learning resources
5. Company Performance Standards: Standard performance expectations for the role level and department
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Manufacturing
Retail
Healthcare
Education
Mining
Professional Services
Telecommunications
Public Sector
Construction
Hospitality
Agriculture
Non-Profit
Energy
Relevant Teams
Human Resources
People Operations
Learning & Development
Employee Relations
Performance Management
Talent Management
Legal
Compliance
Operations
Department Management
Relevant Roles
HR Manager
Department Manager
Team Leader
Supervisor
HR Business Partner
Performance Management Specialist
Training Coordinator
Department Head
Chief Human Resources Officer
HR Director
People Operations Manager
Talent Development Manager
Line Manager
Operations Manager
Branch Manager
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