The Individual Goals For Performance Review document serves as a crucial tool in Austrian workplace performance management systems, providing a formal framework for setting and evaluating employee objectives. This document is typically used at the beginning of each review cycle (usually annual or semi-annual) to establish clear performance expectations and measurement criteria. It must comply with Austrian labor law requirements, including works council rights under the Labour Constitution Act (Arbeitsverfassungsgesetz) and data protection regulations under both GDPR and the Austrian Data Protection Act. The document includes specific, measurable goals, evaluation criteria, and review timelines, while ensuring fair and non-discriminatory treatment as required by Austrian Equal Treatment legislation. It forms the basis for subsequent performance evaluations, potential compensation adjustments, and career development discussions.
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1. Employee Information: Basic details including employee name, position, department, and reporting manager
2. Review Period: Specific timeframe for which the goals are set (typically annual or semi-annual)
3. Performance Goals: Clear listing of specific, measurable, achievable, relevant, and time-bound (SMART) goals for the review period
4. Key Performance Indicators (KPIs): Measurable metrics that will be used to evaluate goal achievement
5. Evaluation Criteria: Description of how performance against each goal will be measured and rated
6. Review Process: Overview of how and when progress will be reviewed and evaluated
7. Acknowledgment: Signatures of employee, manager, and date of agreement to the goals
1. Development Goals: Optional section for personal development and career growth objectives, used when the review includes professional development planning
2. Variable Compensation Link: Section describing how goal achievement links to bonus or variable pay, included when performance is tied to compensation
3. Interim Review Dates: Schedule of check-in meetings, included when regular progress reviews are planned
4. Previous Period Assessment: Brief review of previous period's performance, included when this is a continuation of previous goals
5. Team Goals: Department or team-specific goals that affect individual performance, included for roles with significant team dependencies
1. Goal Details Sheet: Detailed breakdown of each goal including specific metrics, milestones, and success criteria
2. Competency Framework: Company's competency framework that relates to the goals being set
3. Performance Rating Scale: Detailed explanation of the rating system used for evaluation
4. Development Resources: List of available resources, training, or support to help achieve the goals
5. Timeline Overview: Visual representation of key milestones and deadlines throughout the review period
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