The Personal Performance Review document is a crucial tool in Dutch employment practice, typically used during annual or semi-annual performance evaluations. It serves as a formal record of employee performance assessment, goal achievement, and development planning, while ensuring compliance with Dutch employment law, including the Dutch Civil Code (Burgerlijk Wetboek) and privacy regulations (GDPR/AVG). This document is essential for maintaining transparent performance management processes, supporting career development decisions, and providing legal documentation for employment-related decisions. It should be used whenever conducting formal performance evaluations, particularly when decisions about compensation, promotion, or performance improvement may result from the review process.
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1. Employee and Reviewer Information: Details of the employee being reviewed and the person conducting the review, including names, positions, and departments
2. Review Period: The specific time period covered by this performance review
3. Performance Objectives Review: Assessment of performance against previously set objectives and KPIs
4. Core Competencies Evaluation: Evaluation of essential job-related skills and behavioral competencies
5. Overall Performance Rating: Summary rating of the employee's performance using the company's standard rating scale
6. Future Objectives: New objectives and targets for the next review period
7. Development Plan: Identified areas for improvement and proposed development activities
8. Employee Comments: Space for employee's response to the review and additional comments
9. Signatures and Acknowledgment: Formal acknowledgment of the review by both parties with date
1. Salary Review: Discussion of compensation changes based on performance, used when the review is tied to salary decisions
2. Project-Specific Evaluation: Detailed review of specific projects, used for project-based roles
3. 360-Degree Feedback Summary: Summary of feedback from colleagues, subordinates, and other stakeholders, when 360-degree feedback is part of the process
4. Career Progression Plan: Discussion of career advancement opportunities and requirements, used for employees with clear progression potential
5. Performance Improvement Plan: Detailed plan for addressing performance issues, used when significant improvement is needed
1. Performance Rating Scale Guide: Detailed explanation of the performance rating system and criteria for each level
2. Competency Framework: Detailed descriptions of core competencies and expected behaviors
3. Previous Period Objectives: List of objectives from the previous review period for reference
4. Supporting Evidence: Documentation of specific achievements, incidents, or metrics referenced in the review
5. Training and Development Resources: List of available resources and programs for addressing development needs
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Relevant Industries
Technology
Financial Services
Healthcare
Manufacturing
Retail
Professional Services
Education
Public Sector
Construction
Hospitality
Telecommunications
Energy
Transportation
Agriculture
Non-profit
Relevant Teams
Human Resources
Finance
Operations
Sales
Marketing
Information Technology
Research & Development
Customer Service
Legal
Administration
Production
Quality Assurance
Business Development
Strategy
Facilities Management
Relevant Roles
Chief Executive Officer
Department Director
Line Manager
HR Manager
Team Leader
Project Manager
Senior Professional
Professional
Administrative Staff
Technical Specialist
Sales Representative
Customer Service Representative
Operations Manager
Research Scientist
Software Developer
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