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Interim Performance Appraisal

Interim Performance Appraisal for Singapore

Interim Performance Appraisal Template for Singapore

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What is a Interim Performance Appraisal?

The Interim Performance Appraisal is a crucial document used in Singapore's employment context to conduct formal mid-period performance reviews. It aligns with Singapore's Employment Act requirements and TAFEP guidelines for fair employment practices. This document is typically used halfway through an annual performance cycle to track progress, provide formal feedback, and identify any necessary course corrections. It includes assessment of key performance indicators, competencies, and development areas, serving as both a progress tracking tool and a reference point for final year-end reviews.

What sections should be included in a Interim Performance Appraisal?

1. Employee Information: Basic details including name, position, department, and reporting manager

2. Review Period: Specific timeframe covered by the interim appraisal

3. Performance Objectives: List of agreed objectives and KPIs for the period

4. Achievement Assessment: Evaluation of progress against set objectives

5. Competency Assessment: Evaluation of key competencies and skills

6. Overall Rating: Interim performance rating based on company's rating scale

What sections are optional to include in a Interim Performance Appraisal?

1. Development Areas: Identified areas for improvement, used when specific development needs are identified

2. Training Recommendations: Suggested training or development activities, included when specific training needs are identified

3. Project-Specific Assessment: Evaluation of specific project performance, included for project-based roles

What schedules should be included in a Interim Performance Appraisal?

1. Performance Rating Scale: Detailed explanation of the company's rating system

2. Competency Framework: Description of competencies being assessed

3. Development Plan Template: Template for documenting agreed development actions

Authors

Alex Denne

Head of Growth (Open Source Law) @ ΊμΠΣΦ±²₯ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co
Relevant legal definitions


















Clauses



















Industries

Employment Act (Chapter 91): Primary employment legislation that covers all employees except domestic workers, seafarers, and public servants. Key focus on fair employment practices, proper documentation of employment terms and conditions, particularly relevant after 2019 amendments.

Tripartite Guidelines on Fair Employment Practices: Guidelines issued by TAFEP focusing on objective performance criteria and non-discriminatory practices in appraisals. Essential for ensuring fair evaluation processes.

Personal Data Protection Act (PDPA): Governs the handling, storage, and confidentiality of employee personal data and performance records, including consent requirements for data collection and usage.

Employment Claims Act 2016: Covers dispute reΊμΠΣΦ±²₯ procedures and salary-related claims, particularly relevant for performance-linked compensation disputes.

Industrial Relations Act: Applicable for unionized employees, covering collective agreement provisions regarding performance appraisals and evaluation processes.

Fair Consideration Framework: Provides guidelines for ensuring fair evaluation regardless of nationality, emphasizing merit-based assessment criteria.

Workplace Safety and Health Act: Relevant when safety compliance forms part of performance metrics in the appraisal system.

Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks, Β Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination, Β Severance Pay, Governing Law, Entire Agreemen

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