The Employee Confirmation Evaluation Form is a crucial document used at the end of an employee's probationary period in the United Arab Emirates. It is designed in accordance with UAE Federal Law No. 33 of 2021 and serves as an official assessment tool to evaluate an employee's suitability for permanent employment. The form is typically used between 3-6 months after an employee's start date, depending on the specified probation period in their initial employment contract. It includes comprehensive evaluation criteria covering job performance, behavioral competencies, and achievement of role-specific objectives. The document plays a vital role in formalizing the employment relationship and ensuring compliance with UAE labor laws regarding probationary periods and employment confirmation.
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1. Employee Information: Basic details including employee name, employee ID, position, department, joining date, and probation period dates
2. Performance Evaluation Criteria: Standard evaluation metrics including job knowledge, quality of work, productivity, reliability, attendance, and interpersonal skills
3. Rating Scale: Clear explanation of the rating system used (e.g., 1-5 scale with definitions for each rating level)
4. Performance Assessment: Detailed evaluation of each criterion with ratings and supporting comments
5. Overall Recommendation: Final decision regarding confirmation of employment with justification
6. Confirmation Decision: Formal statement of whether employment is confirmed, extended probation, or terminated
7. Authorization: Signature sections for the immediate supervisor, HR representative, and department head
1. Training Completion Status: Section to document mandatory training or orientation programs completed during probation, used when specific training requirements exist for the role
2. Development Areas: Specific areas identified for improvement and development plan, included when performance meets expectations but development needs are identified
3. Project Contributions: Summary of specific projects or initiatives the employee has contributed to, relevant for technical or project-based roles
4. Extended Probation Justification: Detailed explanation for extending probation period, included only when probation extension is recommended
1. Performance Metrics Details: Detailed breakdown of performance metrics and scoring criteria
2. Job Competency Checklist: Specific technical and behavioral competencies required for the role
3. Training Record: Record of training sessions attended and certifications obtained during probation
4. Attendance Record: Summary of attendance, punctuality, and leave taken during probation period
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Relevant Industries
Banking and Financial Services
Healthcare
Technology
Retail
Manufacturing
Construction
Education
Professional Services
Hospitality
Energy
Telecommunications
Real Estate
Transportation and Logistics
Media and Entertainment
Relevant Teams
Human Resources
People Operations
Talent Management
Learning and Development
Employee Relations
Operations
Administration
Legal
Compliance
Relevant Roles
HR Manager
HR Director
HR Business Partner
Recruitment Manager
Training Manager
Department Manager
Line Manager
Senior Manager
Director
Vice President
Chief Human Resources Officer
Operations Manager
Project Manager
Team Leader
Supervisor
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