The Annual Performance Appraisal Report is a crucial document in Dutch employment practice, designed to facilitate structured performance reviews between employees and their managers. It is typically used at the end of each performance cycle (usually annual) to evaluate employee performance against predetermined objectives, document achievements, identify development needs, and set new goals. The document must comply with Dutch employment law, including the Works Councils Act (WOR) and GDPR requirements for personal data processing. It serves multiple purposes including performance documentation, career development planning, and supporting employment-related decisions. The report is particularly important in the Netherlands where transparent performance management processes are valued and often required by collective labor agreements (CAOs).
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1. Employee and Evaluator Information: Basic details including names, positions, department, and reporting period
2. Performance Summary: Overall assessment and rating of the employee's performance during the review period
3. Key Responsibilities Review: Evaluation of performance in core job functions and responsibilities
4. Goals Achievement: Assessment of progress and achievements against previously set objectives
5. Competencies Assessment: Evaluation of key competencies, skills, and behaviors
6. Development and Training: Review of completed training and development activities
7. Future Objectives: New goals and objectives for the next review period
8. Action Plan: Specific steps and timeline for improvement or development
9. Comments and Signatures: Space for both employee and manager comments, and formal signatures
1. 360-Degree Feedback Summary: Include when feedback has been collected from multiple stakeholders
2. Project-Specific Evaluation: For employees involved in significant projects during the review period
3. Leadership Assessment: For employees in management positions
4. Sales Performance Metrics: For sales-focused roles
5. Technical Skills Assessment: For technical or specialized roles
6. Career Development Plan: For detailed long-term career planning discussions
7. Compliance and Risk Management: For roles with significant compliance responsibilities
1. Performance Rating Scale: Detailed explanation of the rating system used in the evaluation
2. Competency Framework: Detailed descriptions of evaluated competencies and their levels
3. Goal Setting Template: Template for documenting SMART objectives for the next period
4. Development Resources: List of available training and development opportunities
5. Previous Period's Goals: Copy of goals set in the last appraisal for reference
6. Self-Assessment Form: Employee's self-evaluation form if completed separately
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