The Appraisal Feedback Form is a essential human resources document designed for use in organizations operating under Dutch jurisdiction. It is typically implemented during annual, bi-annual, or quarterly performance reviews to document employee performance evaluations, achievement of objectives, and development plans. The form ensures compliance with Dutch employment laws, including the Works Councils Act and GDPR requirements, while providing a structured framework for performance discussions. It captures critical information such as performance metrics, competency assessments, goal achievement, and future objectives, serving as both a legal record and a development tool. The document is particularly important in the Dutch context where works councils have specific rights regarding performance evaluation systems, and where detailed documentation of employee performance is required for legal compliance.
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1. Employee Information: Basic details including employee name, ID, department, position, and review period
2. Evaluator Information: Details of the supervisor/manager conducting the appraisal
3. Performance Criteria: Standard evaluation metrics including job knowledge, quality of work, productivity, and interpersonal skills
4. Achievement of Objectives: Assessment of goals set in previous review period and their completion status
5. Core Competencies Evaluation: Assessment of key competencies required for the role
6. Overall Performance Rating: Summary rating based on all evaluation criteria
7. Future Goals and Objectives: Setting of new goals and objectives for the next review period
8. Development Plan: Identified areas for improvement and proposed training/development activities
9. Employee Comments: Space for employee to provide feedback on the evaluation
10. Signatures and Date: Formal acknowledgment of the review by both parties
1. 360-Degree Feedback Summary: Include when the organization uses multi-source feedback systems
2. Project-Specific Performance: For project-based roles or when significant projects were completed during review period
3. Cultural Values Assessment: For organizations emphasizing specific company values and culture
4. Remote Work Performance: For employees working remotely or in hybrid arrangements
5. Technical Skills Assessment: For technical roles requiring specific skill evaluations
6. Client/Customer Feedback: For customer-facing roles where client feedback is relevant
7. Leadership Competencies: For management positions or employees in leadership roles
1. Performance Rating Scale Guide: Detailed explanation of the rating system and criteria for each level
2. Competency Framework: Detailed descriptions of each core competency and expected behaviors
3. Development Resources: List of available training programs, courses, and development opportunities
4. Previous Period Goals: Copy of goals and objectives from previous review period
5. Job Description: Current job description against which performance is evaluated
Relevant legal definitions
Clauses
Relevant Industries
Technology
Financial Services
Healthcare
Manufacturing
Retail
Professional Services
Education
Government
Non-profit
Construction
Energy
Transportation
Telecommunications
Media and Entertainment
Real Estate
Hospitality
Relevant Teams
Human Resources
Learning & Development
People Operations
Talent Management
Employee Relations
Compliance
Legal
Senior Management
Operations
Administration
Relevant Roles
Human Resources Manager
HR Director
HR Business Partner
Performance Management Specialist
Learning & Development Manager
Talent Development Coordinator
Department Manager
Team Leader
Project Manager
Operations Manager
Chief Human Resources Officer
HR Administrator
Compliance Officer
Employee Relations Manager
Organizational Development Specialist
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