Standard Evaluation Form Template for Belgium

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Key Requirements PROMPT example:

Standard Evaluation Form

"I need a Standard Evaluation Form compliant with Belgian law for our multinational tech company's Brussels office, which will be used to evaluate 200+ employees across different departments starting January 2025, with specific attention to data privacy and multilingual requirements."

Document background

The Standard Evaluation Form serves as a crucial tool for organizations operating in Belgium to conduct formal employee performance assessments. This document is designed to comply with Belgian employment law, privacy regulations, and EU data protection requirements, while providing a structured approach to employee evaluation. It should be used for regular performance reviews, typically conducted annually or bi-annually, capturing essential elements such as performance metrics, competency assessments, goal achievement, and development planning. The form ensures consistency in evaluation processes across organizations while maintaining compliance with Belgian linguistic requirements and anti-discrimination laws. It is particularly important for documenting performance-related decisions and maintaining clear records of employee development progress, which may be necessary for legal or administrative purposes under Belgian employment regulations.

Suggested Sections

1. Personal Information: Basic identification details of the person being evaluated, including name, position, department, and employee ID

2. Evaluation Period: Clear specification of the time period covered by the evaluation

3. Performance Criteria: List of key performance indicators and competencies being evaluated

4. Rating Scale: Definition and explanation of the rating system used for evaluation

5. Performance Assessment: Detailed evaluation of performance against each criterion

6. Goal Achievement: Assessment of goals set in previous evaluation period and their completion status

7. Future Objectives: Setting new goals and objectives for the next evaluation period

8. Signatures: Space for signatures of evaluator, evaluated person, and any required witnesses or HR representatives

Optional Sections

1. Development Plan: Section for outlining training needs and professional development opportunities, used when specific growth areas are identified

2. 360-Degree Feedback: Input from multiple stakeholders including peers and subordinates, used in more comprehensive evaluation systems

3. Self-Assessment: Space for employee's own evaluation of their performance, used in organizations promoting two-way dialogue

4. Project-Specific Evaluation: Assessment of specific project contributions, used for project-based roles

5. Behavioral Competencies: Detailed assessment of soft skills and behaviors, used in organizations emphasizing cultural fit and interpersonal skills

6. Compensation Review: Section linking performance to compensation changes, used when evaluation directly affects salary decisions

Suggested Schedules

1. Performance Metrics Guide: Detailed explanation of how each performance criterion is measured and scored

2. Competency Framework: Comprehensive breakdown of required competencies and their levels

3. Goal Setting Template: Structured template for setting SMART objectives for the next period

4. Development Resources: List of available training programs and development resources

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 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

Clauses

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Professional Services

Financial Services

Manufacturing

Technology

Healthcare

Education

Retail

Public Sector

Construction

Hospitality

Telecommunications

Energy

Transportation

Non-profit

Legal Services

Relevant Teams

Human Resources

Senior Management

Operations

Finance

Legal

Information Technology

Sales

Marketing

Research and Development

Customer Service

Production

Quality Assurance

Administration

Strategy

Learning and Development

Relevant Roles

Human Resources Manager

Department Director

Team Leader

Project Manager

Senior Manager

Operations Manager

CEO

Division Head

Supervisor

Line Manager

HR Business Partner

Department Head

Executive Director

Regional Manager

Performance Management Specialist

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Authors

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