The Numerical Scale Performance Review Form serves as a standardized tool for conducting and documenting employee performance evaluations in accordance with Swiss employment law requirements. This document is typically used during annual, semi-annual, or quarterly performance reviews to provide structured feedback and assessment of employee performance using a numerical rating system. The form enables organizations to maintain consistent evaluation standards while complying with Swiss data protection regulations and employment legislation. It captures both quantitative performance metrics and qualitative feedback, facilitating objective evaluation of employee achievements, competencies, and development areas. The document supports fair employment practices, helps inform personnel decisions, and creates a documented history of performance assessments that can be referenced for career development and legal compliance purposes.
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Key Requirements PROMPT example:
Numerical Scale Performance Review Form
"I need a Numerical Scale Performance Review Form for our Swiss technology startup that includes both technical skills assessment and soft skills evaluation, with a specific focus on innovation metrics and cross-functional collaboration, to be implemented by March 2025."
1. Employee Information: Basic details including employee name, ID, department, position, review period, and reviewer information
2. Performance Rating Scale: Clear explanation of the numerical rating scale (typically 1-5) with detailed descriptions for each rating level
3. Core Competencies Assessment: Evaluation of fundamental job-related skills and behaviors with numerical ratings and comment fields
4. Job-Specific Performance Metrics: Assessment of role-specific responsibilities and objectives with numerical ratings
5. Goal Achievement Review: Evaluation of previously set goals and objectives with completion status and ratings
6. Overall Performance Score: Calculation and summary of the total performance rating based on all evaluated areas
7. Comments and Feedback: Space for detailed feedback, specific examples, and recommendations
8. Acknowledgment and Signatures: Section for employee and reviewer signatures, dates, and acknowledgment of review content
1. Development Plan: Section for documenting agreed-upon training, development goals, and career progression plans - included when development planning is part of the review process
2. Self-Assessment: Space for employee self-evaluation - included when using a two-way review process
3. Peer Review Input: Section for incorporating feedback from peer reviews - included in 360-degree review processes
4. Performance Improvement Plan: Detailed plan for addressing performance gaps - included when performance issues need to be formally addressed
5. Linguistic Skills Assessment: Evaluation of language skills - included for positions requiring multiple language proficiencies
6. Project-Specific Evaluation: Assessment of specific project contributions - included for project-based roles
1. Performance Metrics Worksheet: Detailed breakdown of performance calculations and weightings
2. Job Description: Current job description against which performance is evaluated
3. Previous Review Summary: Summary of last performance review for progress comparison
4. Goal Setting Template: Template for documenting new goals and objectives for the next review period
5. Competency Framework: Detailed description of competencies and behaviors expected at each rating level
Authors
Relevant legal definitions
Review Period
Performance Rating Scale
Core Competencies
Key Performance Indicators (KPIs)
Performance Goals
Reviewer
Reviewee
Assessment Criteria
Performance Standards
Development Goals
Rating Level
Overall Performance Score
Performance Improvement Plan
Evaluation Metrics
Competency Framework
Review Cycle
Performance Threshold
Critical Incidents
Achievement Targets
Measurement Period
Performance Categories
Review Documentation
Calibration Session
Performance Trends
Evaluation Committee
Assessment Parameters
Review Meeting
Performance Objectives
Rating Descriptors
Evaluation Criteria
Performance Rating Scale
Core Competencies
Key Performance Indicators (KPIs)
Performance Goals
Reviewer
Reviewee
Assessment Criteria
Performance Standards
Development Goals
Rating Level
Overall Performance Score
Performance Improvement Plan
Evaluation Metrics
Competency Framework
Review Cycle
Performance Threshold
Critical Incidents
Achievement Targets
Measurement Period
Performance Categories
Review Documentation
Calibration Session
Performance Trends
Evaluation Committee
Assessment Parameters
Review Meeting
Performance Objectives
Rating Descriptors
Evaluation Criteria
Clauses
Evaluation Criteria
Rating Scale Definitions
Performance Metrics
Data Protection
Confidentiality
Review Process
Documentation Requirements
Employee Rights and Obligations
Reviewer Responsibilities
Dispute Resolution
Goal Setting
Feedback Procedures
Performance Improvement
Review Frequency
Assessment Methods
Appeals Process
Record Keeping
Signatures and Acknowledgment
Amendment Procedures
Compliance with Employment Law
Rating Scale Definitions
Performance Metrics
Data Protection
Confidentiality
Review Process
Documentation Requirements
Employee Rights and Obligations
Reviewer Responsibilities
Dispute Resolution
Goal Setting
Feedback Procedures
Performance Improvement
Review Frequency
Assessment Methods
Appeals Process
Record Keeping
Signatures and Acknowledgment
Amendment Procedures
Compliance with Employment Law
Relevant Industries
Financial Services
Manufacturing
Technology
Healthcare
Education
Retail
Professional Services
Public Sector
Telecommunications
Hospitality
Construction
Pharmaceutical
Energy
Transportation
Consumer Goods
Relevant Teams
Human Resources
People Operations
Talent Management
Learning & Development
Performance Management
Employee Relations
Compensation & Benefits
Organizational Development
Leadership Development
Personnel Administration
Relevant Roles
Human Resources Manager
HR Business Partner
Performance Management Specialist
Department Manager
Team Leader
Division Head
Chief Human Resources Officer
HR Director
Talent Development Manager
Operations Manager
Project Manager
Line Manager
Supervisor
Regional Manager
Branch Manager
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