Maximising your Performance Review (For Employees)

How you can make the most of your performance review as an employee.

Understanding Fair Employment Practices

What You Must Know

According to the Tripartite Guidelines on Fair Employment Practices, employers are expected to:

  • Develop measurable standards for evaluating job performance.
  • Review the job evaluation criteria regularly to check against discrimination.
  • Document and keep all performance reviews for at least one year.
  • Set up an internal appeal process to address your questions or concerns on your appraisals.
  • Communicate posting and training opportunities to all eligible employees.

Ways to Maximise your Performance Review

Self-Reflection

  • Start by reflecting on your achievements, challenges, and areas for improvement before the review. Be prepared to bring up specific examples of your work.

Set Clear Goals

  • Establish clear and measurable goals for yourself, aligning them with the company's objectives. Discuss these goals during the review and show progress.

Document Achievements and Obtain Feedback Regularly  

  • Keep a record of your accomplishments and contributions throughout the year. Quantify results where possible and be ready to present them during the review.
    Seek feedback from supervisors and colleagues regularly, not just during the annual review. 

Highlight Skills Development and Address Weaknesses Proactively

  • Showcase any new skills or professional development you've undertaken during the evaluation period. This demonstrates a commitment to personal and professional growth.
  • Acknowledge and address any weaknesses openly, presenting a plan for improvement. This shows commitment towards growth.

Seek Clarification

  • If you receive feedback that is unclear, ask for specific examples or clarification. This demonstrates your commitment to understanding and improving. 

Discuss Challenges and Solutions

  • Be open about any challenges you faced during the evaluation period and discuss the strategies you employed to overcome them.

Stay Professional

  • Overall, approach the review with a positive and professional attitude. Be open to constructive criticism and maintain a collaborative mindset.

What to Do if you Believe You’ve Been Unfairly Assessed

If you believe you have been unfairly assessed in your performance review, here are some steps you can take:

Stay Calm and Reflect

Take some time to reflect on the feedback and identify specific instances or patterns that make you feel discriminated against. Consider whether there may be any misunderstandings or if there are objective facts that can support your concerns.

Document Your Concerns

Document specific instances or comments during your performance review that you believe indicate discrimination. Having a clear record can be beneficial if you need to escalate the matter.

Consult HR

Schedule a meeting with your HR department to discuss your concerns. Present your documentation and explain why you believe the performance review was discriminatory. Depending on your company’s policy and resources, HR should provide guidance on your next steps or available options, e.g., requesting a re-evaluation, raising it via your grievance handling policy, etc.

Raise it Through Formal Grievance Procedures

If your concerns are not resolved through informal channels, you may need to follow the formal grievance procedures outlined in your company's policies. This may involve submitting a formal complaint, participating in an investigation, and attending any hearings or meetings required.


 Note: Employees can report unfair or discriminatory processes to TAFEP.


Frequently Asked Questions

  1. How can I tell if my employer may be unfairly penalising me for taking sick leave?

    Common signs that employees may be penalised for taking sick leave include:
    • Reduced bonuses, incentives, or performance ratings tied to how much sick leave they take.
    • Sick leave days counted as demerits in appraisals or promotion decisions.
    • Incentives offered for not taking any statutory paid sick leave over a period of time.
    • Encashment offered only if employees do not use their statutory sick leave.

    You can refer to MOM's FAQ on incentive schemes and sick leave for more examples of prohibited and permissible schemes.


  2. What should I do if I believe that I am being penalised for taking sick leave?
    If you notice an incentive or performance scheme that penalises the use of sick leave, you can first raise the concern internally with your HR department or supervisor, through your company's grievance handling process. 

    If the issue is not resolved, you can report the matter to TAFEP and seek further advice. It will be helpful if you can provide supporting documents, such as screenshots of company policies, emails or messages. 

  3. What information should I provide to report companies which implement such incentive or performance schemes?

    Supporting documents may include:
  • Company policies, employee handbooks, or internal guidelines on sick leave and employee benefits.
  • Emails, memos, or announcements on incentive schemes.
  • Payslips, appraisal records, or other documents that suggest an employee's pay, benefits, or performance rating was affected by his/ her use of sick leave.

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