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Performance Management Feedback

Performance Management Feedback Template for Austria

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Key Requirements PROMPT example:

Performance Management Feedback

"I need a Performance Management Feedback document for a technology startup in Austria, focusing on software developer roles, with emphasis on technical skill evaluation and remote work performance metrics, to be implemented by March 2025."

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Document background
Performance Management Feedback documents are essential tools in Austrian workplace settings for conducting and recording formal employee evaluations. These documents are designed to facilitate structured performance discussions while ensuring compliance with Austrian labor laws, including the Labor Constitution Act and data protection regulations. The document serves multiple purposes: it provides a framework for objective performance assessment, documents agreed-upon goals and achievements, identifies development areas, and creates a legal record of performance discussions. It should be used during formal performance reviews, typically conducted annually or semi-annually, and must involve appropriate stakeholder participation as required by Austrian workplace regulations. The document includes sections for performance metrics, competency evaluations, development planning, and mutual acknowledgment of the feedback discussion.
Suggested Sections

1. Employee and Reviewer Information: Basic details including employee name, position, department, reviewer name and position, and date of review

2. Review Period: Specific time period covered by this performance feedback

3. Performance Objectives Review: Assessment of previously set objectives and extent of achievement

4. Core Competencies Evaluation: Assessment of key job-related competencies and behavioral indicators

5. Key Achievements: Specific accomplishments and contributions during the review period

6. Areas for Development: Identified areas where improvement is needed or skill development is recommended

7. Future Objectives: New objectives and targets for the next review period

8. Overall Performance Rating: Summary evaluation using the company's standard rating scale

9. Signatures and Acknowledgment: Space for both reviewer and employee signatures, confirming the feedback has been discussed

Optional Sections

1. Career Development Plan: Optional section for documenting long-term career goals and development opportunities, used when there are specific career progression discussions

2. Training Recommendations: Specific training or development activities recommended, included when concrete training needs are identified

3. Performance Improvement Plan: Detailed plan for addressing performance issues, only included when significant performance concerns need to be addressed

4. Compensation Review Notes: Notes regarding salary review discussions, included when performance feedback is linked to compensation decisions

5. Employee Self-Assessment: Section for employee's own performance evaluation, included when using a two-way feedback approach

Suggested Schedules

1. Performance Metrics Detail: Detailed breakdown of quantitative performance metrics and achievements

2. Competency Framework Reference: Company's competency framework definitions and rating scales

3. Development Resource Guide: List of available training and development resources

4. Previous Period Objectives: Copy of objectives set in the previous review period for reference

5. Employee Comments Attachment: Separate form for detailed employee comments and feedback on the review

Authors

Alex Denne

Head of Growth (Open Source Law) @ tiktok成人版 | 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

























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Relevant Industries

Financial Services

Technology

Manufacturing

Healthcare

Retail

Professional Services

Education

Telecommunications

Energy

Construction

Tourism and Hospitality

Public Sector

Automotive

Pharmaceuticals

Media and Entertainment

Relevant Teams

Human Resources

People Operations

Learning & Development

Talent Management

Legal

Compliance

Senior Management

Operations

Administration

Relevant Roles

Human Resources Manager

HR Business Partner

Department Manager

Team Leader

Senior Manager

Director

Chief Executive Officer

Line Manager

Supervisor

Regional Manager

Project Manager

Operations Manager

Division Head

Branch Manager

Performance Management Specialist

Industries






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, 聽Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination, 聽Severance Pay, Governing Law, Entire Agreemen

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