The Performance Management Form serves as a standardized tool for conducting and documenting employee performance evaluations in accordance with Dutch employment law. It is designed to be used during regular performance review cycles (typically annual or semi-annual) and provides a framework for objective assessment, goal setting, and professional development planning. The form ensures compliance with Dutch labor regulations, including the Works Councils Act and GDPR requirements regarding personal data processing. It facilitates transparent communication between employees and managers while creating a documented record of performance discussions, agreed-upon objectives, and development plans. This document is essential for maintaining consistent performance evaluation standards across the organization and supporting fair employment practices.
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1. Employee Information: Basic details including name, position, department, employee ID, and review period
2. Performance Criteria: Core competencies and skills being evaluated, including role-specific KPIs
3. Achievement Review: Assessment of goals and objectives set in previous period
4. Rating Scale Definition: Clear explanation of the rating system used in the evaluation
5. Performance Assessment: Detailed evaluation of various performance aspects with ratings and comments
6. Goal Setting: New objectives and development goals for the next period
7. Employee Self-Assessment: Space for employee to provide their own performance evaluation
8. Manager Assessment: Manager's evaluation and feedback on employee performance
9. Action Plan: Specific steps for improvement or development
10. Signatures and Acknowledgment: Space for both parties to sign and date the form, acknowledging discussion
1. 360-Degree Feedback Summary: Include when feedback from multiple stakeholders (peers, other managers, clients) is part of the evaluation process
2. Compensation Review: Include when the performance review is directly tied to salary adjustments or bonuses
3. Professional Development Plan: Include for employees with specific career development or training needs
4. Performance Improvement Plan: Include when employee requires specific guidance for performance enhancement
5. Project-Specific Evaluation: Include for project-based roles or when specific project performance needs to be evaluated
1. Competency Framework: Detailed description of competencies and behaviors expected at different performance levels
2. KPI Definitions: Detailed explanations of key performance indicators and measurement methods
3. Rating Guidelines: Comprehensive guide for managers on how to apply ratings consistently
4. Development Resources: List of available training, coaching, and development opportunities
5. Previous Performance History: Summary of past performance reviews and progress (if applicable)
Authors
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Manufacturing
Healthcare
Retail
Professional Services
Education
Telecommunications
Construction
Public Sector
Energy
Transportation
Hospitality
Non-Profit
Media and Entertainment
Relevant Teams
Human Resources
People Operations
Learning & Development
Talent Management
Employee Relations
Legal
Compliance
Senior Management
Operations
Department Management
Relevant Roles
HR Manager
Department Director
Team Leader
Line Manager
HR Business Partner
Performance Management Specialist
Talent Development Manager
HR Director
Chief Human Resources Officer
Operations Manager
Project Manager
Division Head
Employee Relations Manager
Learning & Development Manager
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