The Employee Appraisal document serves as a crucial tool for performance management and employee development within organizations operating in South Africa. It is designed to comply with South African labor legislation, including the Labour Relations Act 66 of 1995 and the Employment Equity Act 55 of 1998. This document should be used during formal performance review periods, typically conducted annually or bi-annually, to evaluate employee performance against predetermined objectives, assess competencies, plan development activities, and document feedback. The appraisal process helps organizations maintain fair and transparent performance management practices while creating a documented record of employee progress and development needs.
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1. Employee and Appraiser Information: Details of the employee being evaluated and the person conducting the appraisal, including names, positions, departments, and employee numbers
2. Appraisal Period: The time period covered by this performance review
3. Performance Objectives Review: Assessment of performance against previously set objectives and KPIs
4. Core Competencies Evaluation: Assessment of key competencies required for the role
5. Overall Performance Rating: Summary rating based on both objectives and competencies evaluation
6. Development Plan: Identified areas for improvement and specific action plans
7. Future Objectives: Setting of objectives for the next review period
8. Employee Comments: Space for employee to provide feedback on the appraisal
9. Signatures and Date: Formal acknowledgment of the appraisal by both parties
1. 360-Degree Feedback Summary: Include when the organization uses multi-source feedback as part of the appraisal process
2. Salary Review Recommendations: Include when the appraisal is directly linked to compensation decisions
3. Project-Specific Evaluation: Include for project-based roles or when significant projects were completed during the review period
4. Leadership Assessment: Include for management positions to evaluate leadership capabilities
5. Technical Skills Assessment: Include for technical roles requiring specific skill evaluation
6. Career Progression Plan: Include when discussing long-term career development and succession planning
1. Schedule A: Performance Rating Scale: Detailed description of the rating scale and what each level represents
2. Schedule B: Core Competency Definitions: Detailed descriptions of each core competency being evaluated
3. Schedule C: KPI Measurement Criteria: Specific metrics and criteria used to measure each KPI
4. Appendix 1: Development Resources: List of available training and development resources
5. Appendix 2: Previous Appraisal Summary: Summary of the last appraisal for reference and progress tracking
6. Appendix 3: Job Description: Current job description against which performance is evaluated
Authors
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Mining
Manufacturing
Retail
Technology
Healthcare
Education
Professional Services
Construction
Agriculture
Telecommunications
Tourism and Hospitality
Energy
Transport and Logistics
Public Sector
Relevant Teams
Human Resources
People Operations
Learning and Development
Employee Relations
Talent Management
Performance Management
Organizational Development
Personnel Administration
HR Operations
HR Strategy
Relevant Roles
HR Manager
HR Business Partner
Department Manager
Line Manager
Team Leader
Supervisor
Performance Management Specialist
Training and Development Manager
Talent Management Director
Operations Manager
Branch Manager
Regional Manager
Employee Relations Manager
Chief Human Resources Officer
Organizational Development Consultant
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